How can you make assessment methods reliable and robust?
Introduction
In the previous chapters we have linked the concept of ETM to the business strategy of the organisation. To achieve that required clearly defining what talent would mean in any specific organisation, relative to its business strategy. These two factors, the strategy of the company and the talent definition, create the specification for the roles that are then marketed in a way that attracts the right applicants. In Chapter 5 we explored how the tools of marketing can be used to segment the organisation’s talent requirement and suggested a number of different initiatives that might build an attraction profile for each pool. The purpose of this was to attract more of ...
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