Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about leadership develop, talent assessment, improving the candidate experience, and making the most of your chief HR officer.
From Dan McCarthy: A CEO’s Guide to Leadership Development
“So when it comes to leadership development, what’s the difference between a CEO that is just “involved†and one that is really committed? Here are 10 things that I believe would give any CEO the best return on their time invested. The good news is that none of these involve spending much money, and they may already be doing many of them”
From Dan Erwin: A New Strategy for Predicting Work and Career Success
“Predictions of success have always had a lot of cachet. Indeed, as a management consultant on numerous occasions my clients asked me to interview a team member for the sole reason of predicting success. It was usually framed as “How ambitious is this guy?†“Do you think she’s a quick study?†“What do you think about (insert any name) for that job?†A recent study of that question plowed some fascinating, fruitful new ground.”
From Mike Hoban: NFL Creates Assessment for Personality, Mental Agility
“The National Football League (NFL) has recently decided to, um, tackle the issue of trying to predict success for incoming players drafted from college. They’ve created a new assessment process that aims to identify important intangibles that the experts say are keys to success: competitiveness, motivation, operating under stress, and what they—and we at DDI—call ‘learning agility.'”
From China Gorman: Candidate Experience: Can You Keep Them Out of the “Black Hole?”
“More specifically, in terms of quality of hire, how about benchmarking the quality of the candidate experience? Call me crazy, but it seems to me that a higher quality candidate experience translates into a higher quality of hire.”
From Chief Executive: How To Make the Most of Your Chief HR Officer
“When Humana set out to hire a new chief human resources officer last year—to replace a 13-year veteran who was retiring—the $37 billion, Louisville-based health insurance giant didn’t ask applicants only about their HR credentials. ‘We wanted a CHRO who had a strong business mind and experience in operations,’ says CEO Bruce D. Broussard. “\’We find that the closer the individual is aligned to the operational and strategic direction of the organization, the stronger partnership they have with the executive team.’ Indeed, the person Humana ultimately picked in January, Tim Huval, was the senior vice president for consumer service and operations at Bank of America, not the HR chief.”
