Contenu connexe Plus de DDI | Development Dimensions International Plus de DDI | Development Dimensions International (20) Roadmap Your Senior Leader Selection: Step 2. Data1. 1
© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.
Roadmap Your Senior Leader Selection
DATA
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Step:
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.
Your hiring managers may
be corrupting your selection
process…without even
knowing it.
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.
Despite your well-designed HR
processes—supported by business-
focused Success ProfilesSM—managers
often ignore or misuse the tools and
methodologies you give them.
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.
In other words, they’re GUESSING or
GOING with THEIR GUT when it comes
to hiring your senior leaders…AND
breaking the link between the candidate,
their would-be role and the business.
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.5
Data—relevant to the role, and systematically
collected and analysed— will ensure you get the
right senior leaders on board.
Only a data-driven selection
system will avoid bias and,
ultimately, bad hires.
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.
Does dealing with data sound
expensive and complicated?
Not at all—if you’re savvy about
assessment.
Here are some best practices for collecting
selection data.
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© Development Dimensions International, Inc., 2015. All rights reserved.
Align data collection to
the Success ProfilesSM.
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Choose a combination of
assessment methods to
benchmark candidates
against your role-specific
Success ProfilesSM.
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© Development Dimensions International, Inc., 2015. All rights reserved.9
Different assessments are designed
to measure different elements of the
Success Profile. Together they can
provide a holistic view of a candidate’s
suitability and readiness for a role, and
your organisation.
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Using a series of assessments
reveals what people know, what
people have done, what people
can do, and who people are…..
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WHAT PEOPLE
KNOW
WHO PEOPLE
ARE
WHAT PEOPLE
CAN DO
WHAT PEOPLE
HAVE DONE
Behavioural-based Interviews
Career Achievement Profiles
Knowledge and Experience
Inventories
Behavioural-based Interviews
Career Achievement Profiles
Knowledge and Experience
Inventories
Leadership Acceleration
Centre
Behavioural-based Interviews
Multirater Feedback
Personality Inventories
Derailers
Enablers
Work Values Inventories
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.
Not all Assessments
are created equal
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© Development Dimensions International, Inc., 2015. All rights reserved.13
It is important to understand the type of
data your assessment tools can deliver.
Consider whether the tool collects “signs” of
how candidates may behave in the future, or
actual “samples” of expected performance.
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© Development Dimensions International, Inc., 2015. All rights reserved.
Signs are measures of factors
that may influence an individual’s
ability to perform in a role.
Signs uncover underlying abilities,
attributes, and preferences.
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© Development Dimensions International, Inc., 2015. All rights reserved.
The most common examples are:
Tests that measure personality, motivations,
and preferences; tests that measure general
cognitive ability and; tests that measure
business reasoning and situational
judgement.
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2Signs
are typically collected using tests.
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© Development Dimensions International, Inc., 2015. All rights reserved.
Samples are observations
and examples of an individual’s
ability to perform important aspects
of a role. Samples are also known
as Behaviours.
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During simulation exercises, individuals perform specific
tasks and are observed and assessed using carefully
developed standards. Structured interviews, such as DDI’s
Targeted Selection®, capture detailed recollections of
situation-specific past behaviours.
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Samples
are typically collected using
simulations and interviews.
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© Development Dimensions International, Inc., 2015. All rights reserved.18
Drawing distinctions between “signs”
and “samples” helps clarify how
assessment techniques differ, but you
needn’t choose a single tool. For many
purposes, combining several assessment
methods—and collecting both “signs” and
“samples”—reveals important information
about candidates.
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© Development Dimensions International, Inc., 2015. All rights reserved.
Data collection is not a
one and done; meaningful
information should be
gathered throughout the
selection process.
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An effective selection process collects and
analyses data at different stages of the selection
process.
WHY?
For practical and commercial reasons.
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© Development Dimensions International, Inc., 2015. All rights reserved.
Early in the process it
makes sense to use
assessment methods that
are quick, efficient, and
designed to exclude
candidates who do not
bring the mix of knowledge,
experiences, competencies,
and attributes that will be
required for success in the
role and organisation.
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INITIAL
SCREENING
SECOND/
FINAL
INTERVIE
W
ASSESSMEN
T CENTRE
AND/OR TEST
JOB OFFER
STRONG
START
TARGETED
SELECTION®
INTERVIEW
Remember the funnel?
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© Development Dimensions International, Inc., 2015. All rights reserved.
Later in the process it makes
sense to use methods that
provide rich data that will help
you identify a short list of
quality candidates. This is
where methods such as
assessment centres can be
particularly useful.
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INITIAL
SCREENING
SECOND/
FINAL
INTERVIE
W
ASSESSMEN
T CENTRE
AND/OR TEST
JOB OFFER
STRONG
START
TARGETED
SELECTION®
INTERVIEW
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© Development Dimensions International, Inc., 2015. All rights reserved.23
Assessment centres (e.g., DDI’s Day-in-the-Life
Assessment Centre) typically include some form
of sample-based assessment—a job simulation,
for example—which offers in-depth insight into
the individual’s actions under realistic work
conditions. The rich feedback results can also
serve as the foundation for onboarding and future
development.
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© Development Dimensions International, Inc., 2015. All rights reserved.
LET’S RECAP
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© Development Dimensions International, Inc., 2015. All rights reserved.
A combination of assessment methods
provide the most reliable predictor of
how a candidate will perform on the job
and, thus, execute on your business
strategy.
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.26
What Next?
Get “Insight,”
coming soon in our next,
third-in-the-series guidebook [Step3].
Miss the first guidebook (“Focus”)? Download here.
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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.
Contact DDI to learn how to drive effective senior leader selection:
1800 035 604 or info.au@ddiworld.com
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Click for more information on
collecting data:
Signs and Samples