Talent Development Assessments

Investing in talent is a no-brainer.

We use science so you can do it wisely.

Talent development assessments come in many shapes and sizes. Type indicators are well-liked by many due to their “feel good” impact. Some people recognize that these surveys aren’t useful for hiring but believe they are helpful for developing talent and team building. Science refutes that belief. Type indicators aren’t useful hiring tools because they don’t accurately measure personality. So, how could they possibly be helpful for development or team building?

There’s a better way to develop talent. We show you how.

Science-based Talent Development Assessments

The most useful assessments serve as diagnostic tools. These tools help you to match people to the right growth opportunities by identifying strengths to lean into and gaps that need to be filled. The benefits of talent development assessments can only be realized if the results of the diagnostic tools are reliable and accurate.

Research shows that individual differences in personality, leadership style, and cognitive abilities are good predictors of leadership potential and on-the-job behavior. That’s why we use psychometric tools to measure these constructs. Results are interpreted by a psychologist who interviews the person and writes them a Developmental Insights Report.

"The PCI team has served as a great partner in my executive advising and coaching work. Their objective and holistic assessment approach allows my clients and me to focus on their most impactful strengths to leverage and their development needs that require the most attention. The executive report is personalized and actionable and serves as a critical component in creating a development plan."

Marty Gervasi

Senior Advisor, MyNextSeason (Former CHRO, The Hartford)

Talent Development Assessment Deliverables

Developmental Report
The psychologist writes a fully customized report for the participant, describing the assessment results in detail.

The report also includes suggestions for developmental activities and action-planning tools to get them started.

Numerical Ratings
The psychologist and a peer reviewer assign ratings on critical competencies and determine an overall assessment of potential.

These are only shared with management – not the individual. They can be used to guide career paths and support talent reviews.

Assessment Debrief
The psychologist meets with the person’s manager and often, HRPB, to discuss the results and on-the-job observations.

This prepares the person’s supervisor to discuss the report with the employee and provide appropriate support.

Discover what PCI’s talent development assessments can do for you…

High Potential Identification

Learn about how we can help you identify your true hi-pos while increasing diversity in your top talent program.

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Talent Reviews

Assessment results provide an objective data point to supplement what is often mostly subjective. This instills fairness and can help to break down biases and improve diversity in your pipeline.

Group Assessments

Get a snapshot of your bench strength and group-level gaps by having us assess a cohort or your ELT.

M&A Integration

Many of our clients have gone through M&As. Our assessments help them to place people in the right roles, identify and address competency gaps, and determine who is at risk for being misaligned with their culture.

International Assignments

The failure rate of ex-pat assignments is between 60% and 70%. And personality is a good predictor of adjustment. Knowing how extraverted and resilient a person is will help you make the right placement decisions and provide needed support.

Coaching

Jumpstart coaching by quickly and accurately getting to the root of developmental areas. We can partner with your coaches, bring in our coaching partners, or deliver Coaching Lite to maximize the ROI of your investment.

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Team Effectiveness

Based on the individual assessment results, our psychologists provide accurate insights into synergies, interpersonal challenges, and ways to work better together.

Career Pathing

Because our assessments uncover the person's natural propensities and motivators, our customers are able to design individualized career paths. This allows the employee to be their authentic self, leverage their strengths, and grow in ways that fulfill them.

Budget Decisions

While everyone should receive some type of developmental support, their assessment of potential helps you to allocate time, money, and other resources wisely.

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The Business Case for Investing in Talent Development Assessments

Talent development has emerged as a top HR priority as organizations compete to attract and retain top talent. In fact, professional growth is now an essential part of an attractive Employee Value Proposition and effective business strategy. And, it’s not just about leadership development. More and more, organizations realize that developing their individual contributors leads to higher job satisfaction and better business results. The ladder is now merged with a lattice, opening doors for all employees to develop new skills and add value in different ways.

Source: Deloitte

Source: Gartner

How to Communicate Talent Development Assessments

The word “assessment” can be scary. This is especially true for people who haven’t participated in them before or when organizations have used them improperly in the past. First, start off by saying, “Congratulations! We’re investing in your development because we value you.” Then, tell them exactly what they will do, what they will get, and who else will see the results. Sharing a graphic like this one can also help to alleviate concerns and get them excited about their development journey!

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The science is clear in terms of what makes a leader effective. And much of it is developable.