By better matching specific positions with required competencies, Devine assessments have allowed clients to become more selective, thereby not only reducing time and costs involved with hiring, but more importantly, long-term employee retention.
Cincinnati, OH (PRWEB) April 11, 2013
The Devine Group, a leading provider of talent management solutions, announces the alignment of their assessment and development tools with findings from a recently published industry report. The Devine Group offers an integrated suite of assessments used in identifying and selecting high impact new hires, as well as focused development and succession management processes.
Findings from the Aberdeen Group research report Assessments 2013: Finding the Perfect Match, published April 2013, and prepared by Mollie Lombardi, Principal Analyst, Human Capital Management, indicate when the right tools are applied in the context of the right strategy, assessments can be a powerful tool in helping organizations build and sustain a powerful talent pipeline that will help them execute their business strategy today and into the future.
The Devine Group provides organizations the ability to predict performance and potential. The goal for organizations is to match the right individual with the right opportunity that will accelerate both career growth and business results. Through customer-centric talent assessments, The Devine Group benchmarks employees to determine their capacity to meet customer expectations and performance criteria, and validate decisions for selection, development, talent planning and succession.
“We are pleased that The Devine Group’s products and align with types of solutions utilized by Best-in-Class organizations as described in the Aberdeen report,” according to David Devine, CEO and President of The Devine Group. “By better matching specific positions with required competencies, Devine assessments have allowed clients to become more selective, thereby not only reducing time and costs involved with hiring, but more importantly, long-term employee retention.”
When it comes to retaining high potential talent, The Devine Group recognizes the importance of continuous match between highly valued individuals’ ambitions and the organizations path for them. By utilizing a consistent set of competencies, organizations can set clear expectations during the hiring process and what is expected at each stage of the employee’s career progression.
According to Aberdeen Group’s Mollie Lombardi, author of the referenced study, “Achieving Best-in-Class results from assessments involves far more than simply purchasing an assessment instrument. True Best-in-Class assessment strategies involve not only selecting the right tools, but integrating them with organizational core competencies, and the rest of the organization’s talent strategy to guide and inform decision-making throughout the employee lifecycle.”
“I use the Devine Group suite of assessments as the support system for my talent planning and management strategy,” stated Rhonda Sebastian, Senior Vice President of Human Resources, LCA-Vision/LasikPlus. “Each assessment tool is integrated with a set of core competencies that are unique to our business. This gives me confidence that I am focused on skills and behaviors that are critical for LCA-Visions’ success rather than a general template that may not be aligned with our overall business strategy.”
Delivering a variety of assessment solutions, entry level to C-level, The Devine Group has served more than 5000 firms across the globe of various sizes and industries. Their assessments include behavioral-based work style identification, critical thinking capability, and multi-rater 360° assessments. The Devine Group psychologists, statistical analysts, organization development consultants and experienced human resource practitioners work together to create industry-leading predictive models that help companies take the guesswork out of hiring and talent management. For more than 40 years, Devine Group clients have maximized returns on human capital investments throughout the employee lifecycle, while reducing risk to critical hiring and development decisions.