Long-term success of an organisation is driven and sustained by a select few high-potential employees or HiPos. High-potential employees deliver two to six times the return of average players.* So identifying HiPos becomes crucial to maximize organisations’ returns.
Kamoto Copper Company SA manages a major mining complex in the Democratic Republic of Congo. As part of the company’s recruitment and internal mobility process, it is necessary for Kamoto Copper Company to be able to measure their candidates’ and employees’ personalities, motivations, managerial skills, and work ethic.
The use of robustly designed psychometric tests provides valuable insights into individuals and their capabilities, but implementing them into an organisation’s recruitment process can constitute a significant investment for a potentially cash-strapped HR department.
At the forefront of innovation, TALENT MAP is based on the multi-criteria approach of psychometric assessment. It allows us to use the results of several tests on a single repository, thereby providing a common, comprehensive and predictive analysis of the potential of a candidate or an employee.
Psychometric tests are essential for providing complete and objective data in order to make good recruitment and talent-management decisions.
1. Test results are easily quantifiable
Personality tests, the Emotional Intelligence test, and the IQ test are examples of the wide variety of tests and questionnaires available to the public. Applied to the field of human resources, these tests may be very useful, as is confirmed by Patrick Leguide, the founder of Central Test.