Does a perfect model exist for early talent assessment and selection?
Assessment and selection is a delicate procedure for recruitment. Identifying great fit candidates requires a certain amount of understanding in the part of the organisation. Not only this but the candidate needs to be informed enough to decide on the career and company that’s right for them too.
To reach the desired level of understanding, an organisation must perform a certain level of analysis. The effects of which, however, could have a detrimental impact to a candidate’s engagement.
So where does balance exist in this conversation? Does a perfect model exist for both sides to reach the understanding they want, and for organisations to hire the best-fit talent?
The November roundtable came together to discuss.