10 ways talent optimization is transforming the roles of Human Resources Directors
The essence of leadership is aligning employees with business strategy—and that begins with taking an intentional and data-driven approach to building and supporting your teams. Here are ten fundamental ways you, as an HR Director, can embrace talent optimization with The Predictive Index platform.See talent optimization in action
Using talent optimization, HR Directors can:
1. Map people strategies to business strategies
Your CEO hired you to be a true strategic partner. And according to a survey of 156 CEOs, strategy development and talent strategy are CEOs’ top two priorities. The best Human Resources Directors find ways to map their talent strategy to their business strategy.
2. Analyze teams’ collective behavioral patterns
Experienced Human Resources professionals know that every team has behavioral patterns that will dictate the way they think and work. Adopt a framework that lets you easily identify and interpret those patterns.
3. Analyze which behavioral profiles thrive in different roles
Most Directors of Human Resources aren’t certified psychometricians. But with the right platform, you don’t have to be. You can use behavioral science to properly define the types of people who thrive in your key roles.
4. Create cognitive and behavioral job targets
You’re well aware that who you hire makes all the difference. All too often, organizations make hiring decisions based on the wrong set of criteria. Many Human Resources Directors are implementing a system of setting behavioral and cognitive targets to help them get the right people on the bus. Are you ready to join them?
5. Predict natural learning ability
General cognitive ability is the #1 predictor of job success. Yet many companies hire based on what college someone went to or what certifications they’ve acquired. Both are terrible predictors of on-the-job success. Cognitive assessments give you an easy way to measure what actually matters.
6. Refine hiring processes
How do you build a recruitment organization that is both wildly efficient and wildy effective? Give your recruitment team the best tools to evaluate job applicants based on how those candidates think and work. Then give them tools to see how candidates stack up based on behavioral and cognitive fit.
7. Use dynamic interview tools
Bring structure to your interviews with tools your interviewing teams can use. For example you can give teams guides that are dynamically customized for each candidate and show how a candidate’s behavioral drives and needs align with the job.
8. Set every new employee on a path of continuous improvement
After the offer letter is signed, you need to set your new employees up for success. Give them ways to enhance their own self-awareness and visibility into where they may need to modify their work styles.
9. Give people managers customized tools for each employee
As a Human Resources Director, you may be in charge of people strategy at your company. You’re at the mercy of your managers when it comes to how people experience their day-to-day work lives. And too often, managers lack tools to help them coach people more effectively. Give them guides to assist them.
10. Create an amazing work environment and culture
Using all of these tools, you’ll be building a more self-aware and more resilient organization. That pays dividends in a better culture, better morale, and better performance. The Predictive Index is the only comprehensive talent optimization platform. We are the testbed for all the products and services we release. We also happen to have a 4.9 rating on Glassdoor.