BestWork data

[tractor]

Anyone have experience with this firm? They do employee surveys/testing to screen for internal candidates to fill management positions. Our company has realized that in the next 10 years, most of the upper management will be beyond normal retirement age and they have decided to try and build new leaders from within.

It started with an on-line test/assessment that identifies strengths and weaknesses then proceeds to a formal interview process. Once candidates are selected, the company will match you up with a mentor and formulate a plan for training and succession. Everyone was invited to participate, but only 1/3 of the employees stepped up. Interestingly, my supervisor and other department workers thought it was a waste of time and decided not to participate.

I figured I had nothing to loose and jumped in with both feet. My on-line assessment score came back quite high and we will go to the interview stage in a couple of weeks. I'm still optimistic that it will help me move up the good chain. I just wondered if anyone else as participated in this type of process?

[Pants]

No, but I think it's a great idea. My company is v. big (Fortune 100) and anything we can do to get ourselves noticed is encouraged. They have also been building out internal leadership programs that pair you with higher-level mentors, etc., but you have to be nominated for those and it's not an official track, but more an opportunity to attract some attention and work on different projects across the organization.

[tractor]

I think most are skeptical of the whole thing, but the way I see it is, why not? I only have a couple of years here, but over 20 somewhere else and I don't think most of the folks upstairs really know my background. I really believe that no matter how much my supervisor likes me, he doesn't want others to know what I can really do so he won't loose me to another department. However, if I never move up, the opportunities for monetary advancement are also limited.

[Bob Ross]

Pfft.  Why bother with all that crap when businesses can still rely on favoritism and nepotism?  Those methods are tried, true, and the American way.

[tractor]

Nov 14, 2014 9:53:19 GMT -5 Bob Ross said:

Pfft.  Why bother with all that crap when businesses can still rely on favoritism and nepotism?  Those methods are tried, true, and the American way.

I'm sure that still goes on, but you have to try and shake up the system once and a while. The heir apparent to the throne here was escorted out of the building when they discovered he was stealing from the company by using his company credit card to buy really expensive personal items. I think this is one of the reasons they are trying a different route.

[tskeeter]

I have mixed feelings about these kinds of assessments.  I used to work for a Fortune 100 company that did assessments on candidates for managerial level jobs.  An attempt to identify high potential employees.  This went on for close to 15 years.  Then one of the Corporate VP's went through the assessment process.  He was not a high potential candidate.  In less than six months, the assessment process was not one of the considerations.

On the other hand, the same company took to doing a red, yellow, green light pre-employment test.  In every case where the candidate scored low enough to be in the yellow range, but was hired anyway, the candidate turned out to be a dud and was counseled out of the company.  Including the candidate who claimed to have graduated from high school early, at age 16, and to hold a Master's degree.  That woman wouldn't add 2 and 2 together without the assistance of someone on the accounting staff.