Article: Finding the ACEs in your Talent Hunt

Talent Acquisition

Finding the ACEs in your Talent Hunt

Everyone loves to have ACE employees in their team and in their company, but few manage it consistently. Is your talent acquisition also like a draw of cards?
 

Every potential employee brings a mix of attitude, cognitive abilities and emotional Intelligence

 

Everyone loves to have ACE employees in their team and in their company, but few manage it consistently. Is your talent acquisition also like a draw of cards?

Every potential employee brings a mix of Attitude, Cognitive Abilities and Emotional Intelligence; any effective assessment process needs to measure each of these aspects. When even one of the elements is ignored in the assessment process, the company may find unexpected surprises when the new hire starts working in the team.
To help corporate organizations to create a robust talent acquisition system, which understands their new hires completely before on-boarding them, Thomas Assessments has created the ACE system of assessment.
The ‘ACE MODEL’ consists of three distinct psychometric assessments bundled into one.

A– Attitude C– Cognition E– Emotion

Attitude indicates the individual’s degree of like or dislike for an item based on their perception of and their reaction to stimuli.
Cognition indicates attributes which are related to people’s learnig ability i.e. how quickly a person can grasp new ideas, processes without prior experience to fall back on.
Emotional Intelligence is an individual's capacity to understand and control their own emotions and recognize and manage those of others so that they, and others around them, can be as effective and productive as possible at work.

Ideally, one would look for a person with all these three psychometric elements being ‘High’. But in reality, one needs to set acceptable bands for each of these for the target positions, measure these accurately and match the person with the requirements.

SYNOPSIS ON INSTRUMENTS

Personal Profile Analysis (ATTITUDE)
The Personal Profile Analysis (PPA) module is a powerful workplace inventory whereby respondents get profiled on the basic four dimensions of DISC – Dominance, Influence, Steadiness and Compliance.
It provides a complete self-image of a person including factors of self-motivation, the work mask being currently worn in the work environment, changes that can take place when under pressure and, prevalence of stresses and frustrations traced to their possible causes like whether they are work-related or personal in nature.

General Intelligence Assessment
(COGNITIVE ABILITY)

GIA is a normative test that measures fluid intelligence of an individual. It measures the ability of an individual to reason and solve problems on the spot, a skill not dependant on one’s past experiences. It measures fluid intelligence, which involves short-term memory, abstract thinking and reaction time and answers questions like:
1.) Can the candidate think on his / her feet?
2.) Can the candidate take in information and arrive at a logical conclusion?
3.) Is the candidate a good problem solver?
4.) Is the candidate comfortable in handling numbers?
5.) Can the candidate learn complex tasks and procedures?

Thomas EI (EMOTIONAL INTELLIGENCE)
It is an individual’s capacity to understand and control their own emotions and recognize and manage those of others so that they, and others around them, can be as effective and productive as possible at work.

Benefits of Thomas EI
Accurate and objective way to measure emotional competence in the work place.
Helps people to motivate themselves and others.
Improves communication through better interpersonal skills and understanding.
Equips managers and their teams to cope with obstacles and disappointments better.

Sundara Rajan is Director at Thomas Assessments India
 

Topics: Talent Acquisition, Performance Management, Learning & Development

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