Assessment Tips

Talent management is a crucial part of any business. After all, when you are looking for individuals for specific positions, you’d prefer to employ someone with talent and the right qualities to excel.

On one hand, this can be talent from the outside. The goal is to pick out the best choice among the applicants. On the other hand, talent management also takes place within companies. For example, when someone wants to move internally to a better position.

Different types of talent

Talent is a relative term. In fact, there are different types of talent. These can best be divided into the following groups:

• Natural talent: Describes being naturally good at something. This is an innate quality. You didn't have to do anything to get it. It is purely the 'luck' of your genes. This is therefore a very pure description of the term. Thereby, there is a dichotomy as to whether these talents can be further developed (growth mindset) or whether they are immutable (fixed mindset).
• Talent as a promising employee: Here, there is purely an expected return on an investment in a person. The combination of knowledge, characteristics, and potential returns to the organization are central. Within the company, this 'talent' is of added value. Talent management is, if possible, based on development, established characteristics, or seeing potential.
• Talent as an excellent employee: This definition involves personnel who already perform excellently. The company gets more out of this than average. A lot is earned on the talent. The talent is, as it were, head and shoulders above the rest. This can be approached with a focus on risk, low cost, or return.

Using cognitive ability tests during talent management

Through administration of a cognitive ability test, it is possible to find out exactly what a person has to offer. As mentioned, this can involve people from outside and internal staff.

The Bridge Ability Suite examines the capabilities of a specific person in various areas. For example, you get valuable information about:

• Maximum level of performance (education or profession)
• Work and thinking level (Vocational, Bachelor, or University level)
• Numerical aptitude
• Verbal aptitude
• Logical thinking
• IQ

For convenience and quick access to valuable information, this test is available within just 30 minutes. In addition, the test itself is available at the Vocational, Bachelor, and University levels.

In no time at all, it provides the desired insight. Does the candidate indeed possess the right qualities to meet the requirements? A capability assessment basically indicates what the potential of a talent is, what they are capable of.

It is always possible to use the results of a test – such as a cognitive ability or sales assessment – to support the development of each individual talent. However, the main value of a capabilities test is that it helps you quickly determine whether further development is worthwhile at all. This allows you to make fast, informed decisions and easily switch between potential candidates.

Applying The Bridge Ability Suite or The Bridge Sales Assessment to multiple candidates is no problem at all. In fact, it makes comparing candidates even easier. These assessments offer an effective way to identify which person has the best combination of qualities to succeed in a specific role.