Career pathing tools are everywhere, and they can give you prime information about where to place and move team members to maximize results. However, if you stop at the “basics” of data provided by a one-time career pathing tool, you’re missing out on the exceptional resources that are now available through the larger resource base of talent analytics. Behavioral assessments and skills assessments, for example, offer a more comprehensive resource for successful career pathing. When these tools are delivered in a disciplined and knowledgeable fashion, they can provide a more complete picture of the incumbents “fit” for the next opportunity as you grow and change.
Here are some essential tips to help you consider career pathing:
It’s worth the investment. If investing in career pathing, employee satisfaction surveys or personality assessments seems outside your current plans, consider this: many organizations like yours are already investing resources on customer resource management systems (CRM) to harness data to grow their businesses. The competitiveness of today’s economy means that it is critical to identify a target market and then communicate a consistent brand message. Many business owners are also recognizing that these same strategies should be applied to talent acquisition and talent management. Not only does your company have customers that are a perfect fit for your brand and values, but there are candidates that possess the skills, behaviors and values that align well with your organization – now, and in the future.
Don’t just guess when career pathing and succession planning are your goals. Behavioral assessments and skills assessments, together with leadership development training, can give you a strong foundation for career pathing. Why? Behavioral assessments give your company information about not only whether a candidate will fit with your team, but also where they fit best in the short and long term. They can help you understand what motivates a person toward success, which is a strong indicative of how they’ll perform in a new role in your company.
Try putting your career pathing initiatives in the context of baseball. Imagine that you only had information about a pitcher’s previous employer, the trainer they had worked with and the salary they had been paid. However, if you found out that you could also access information about their pitch speed, the variety of pitches they throw, their strikeout-to-walk ratio, and a video of their wind-up, you would surely want to view and this information. Investing in tools for talent management, change management, leadership development and succession planning means you have this critical information as you move forward.
Predictive behavior tools for career pathing can give you insight and clarity that a person’s work experience cannot. Traditionally, employers have relied on a person’s work experience, education and resume information to determine if an incumbent is a good fit for a new role in your organization. Predictive behavior tools enables you to understand how a person makes decisions, how they respond to pressure, their preferred work style and how they best work with other people. Knowing these attributes is essential in predicting an employee’s future success in a new role.
Another point to consider: Pushing aside career pathing tools in favor of CRM or other investments in your company could be a costly mistake. Without the right people in place, your marketing strategy or sales forecast will not be successful. Companies that are focused on growth should put the same effort into developing a comprehensive selection and career pathing strategy that utilizes talent analytics. It should be a core business practice for sustainable success.
Waiting? For what? Your career pathing strategy could be a long-term plan that you address now. You could wait for a reorganization or a time of growth, but in doing so, you’re likely to miss key opportunities to maximize potential now… Instead, your plans for making the most of your talent should be prioritized with a clear set of objectives and the kind of careful thought that represents a valuable investment of resources.
Are you intentional about your selection, development and career pathing strategies? You can be with PI Consulting Group solutions through the Predictive Index System. We provide behavioral assessment tools, leadership development education and consulting support – all of which can change the way you look at career pathing. Let us partner with you to develop a strategy that reflects your values and encourages growth.