Assess, Select, and Develop
The Right People For
The Right Roles

The Failure of
Talent Identification

Talent assessment programs are struggling to keep up with the rapidly evolving and specialized talent market. Whether for recruiting new talent or developing existing employees, talent assessment is consuming more time and resources than ever before—but is failing to deliver a significant increase in quality of recruit.

Despite their best efforts, recruiting and talent managers face:

  • Unacceptably high turnover
  • Missed development opportunities
  • Rapidly evolving business needs
  • Inconsistent processes

We do not have a consistent process for assessment, selection, and development across the firm, which can lead to poor decisions.

VP, Talent Management,
Financial Services Firm

Our business's talent needs have changed, but our assessment and selection processes haven't caught up yet.

Recruitment Manager,
Retail Chain

The Flaws of
Talent Assessment

Too often, talent identification uses subjectivity, unreliable methods, or bases talent decisions on competencies required to fill a role rather than those that drive business results. Unsurprisingly, nearly two thirds of recruiting executives say upgrading their organization's assessment and selection capabilities is one of their top three near-term priorities.

Yet many companies still lack the precision to identify capability needs or measure the effectiveness of their talent identification programs. So how can HR organizations ensure these talent investments pay off?

Building a World-Class
Assessment Function

Investments in talent assessment are only as valuable as the business outcomes achieved. Successful talent identification and management is based on:

  • An assessment strategy, not ad hoc test deployment
  • An integrated framework for both recruitment and development
  • An assessment process that considers the needs of the candidate, the recruiter, the hiring manager, and the organization

Don't Take Orders
Influence Decisions

A talent assessment strategy focused on driving business outcomes requires the HR professionals responsible for talent assessment to evolve their role. Specifically, they must move from being process managers to becoming talent advisors, embedding talent strategy as part of decision-making throughout the business.

To support that evolution, CEB has identified 10 best practices for establishing a world-class assessment function.

Our new recruit turnover rate is higher than it should be, and we think it's because we're not properly assessing for fit.

Director of Talent Acquisition,
Electronics Firm

Move Beyond Process
Be a Talent Advisor

Talent Advisors are decision influencers, not order takers. They inform staffing decisions with deep knowledge of the organization and external markets. Recruiting teams with Talent Advisor capabilities see tangible benefits—improved quality of hire, lower cost per hire, better candidate fit, effective hiring manager partnerships, and a stronger strategic profile for Recruiting—yet just 19% of recruiters qualify as Talent Advisors.

Learn the challenges of transforming recruiters into talent advisors—and how to overcome them.


The Product

CEB Precise Fit

CEB Precise Fit

Our comprehensive, omnichannel candidate selection solution delivers unmatched precision and results with ease.

We enable a highly efficient and effective selection process that benefits the company and the candidate. Hire the best without sacrificing the recruiter or candidate experience.

College / Graduate

Despite record numbers of graduate applicants, organizations struggle to identify the best graduate talent to fill open positions. Recruiters are overloaded with applications from candidates who are unqualified and have spent little time understanding the organization or job requirements.

With the right tools and insights, organizations can radically reduce recruiters' time spent searching through unsuitable applications and identify and acquire top talent more efficiently.

Enterprise Leadership

80% of leaders have increasingly complex responsibilities, and many respond by focusing narrowly on their direct span of control. However, those who deliver the greatest impact are "enterprise leaders" – they focus on delivering stronger business performance, skillfully navigate complex work environments, and accelerate their impact by activating internal networks.

Unfortunately, just 1 in ten leaders works this way. Use CEB's Enterprise Leadership Solution to identify and develop enterprise leaders for your organization.


High-potential (HIPO) employees are 91% more valuable than non-HIPOs. Accordingly, many organizations create HIPO programs to identify and develop these employees. However, 73% of HIPO programs fail to deliver business outcomes or ROI due to the misidentification and ineffective development of HIPOs.

CEB's High-Potential Solution uses predictive measures to identify true high-potentials, compare them against the competition and develop them through on-the-job learning to drive performance impact.

Assessment Catalog

CEB offers more than 1,000 off-the-shelf assessments that precisely measure skills, behavior, and performance, and accurately predict employee potential.

We engage in rigorous scientific research to ensure that our assessments are fit for purpose and meet high standards for fairness, validity, and utility. Our assessments range from traditional measures of cognitive ability, personality, and skills to advanced multi-media assessments and day-in-the-life work simulations, to passive assessment techniques that leverage innovative machine-learning methods.

Success Stories

Testimonials: Luxottica, Carol Spicer
Testimonials: H&R Block, Terri Jones
Testimonials: Xerox, Martin Spokony

We know now that we have high-caliber applicants compared to our competitors. We know where we need to focus and invest our time, and we know where we are outperforming the competition for a particular role.

Janet Manzullo
VP Talent Acquisition and Movement,
Time Warner Cable

Meet the Experts

Meet the team behind our Talent Assessment tools.

Jean Martin

Talent Solutions Architect

Read Biography

Nick Shaw

Managing Director, Talent Assessment, UK

Read Biography

Samantha Hickey

Talent Practice Director

Read Biography

Pre-Hire Assessments
ROI Calculator

Companies that use CEB's predictive pre-employment assessments improve their quality of hire and employee retention rates. Estimate the potential financial gains you could capture by using predictive assessments in your recruiting process.

Decision Making Tools

White Paper

Harness Assessment Innovations

Learn how the best companies establish a world-class assessment function, and harness assessment innovations to solve five particularly challenging talent problems.

White Paper

How to Develop Talent Advisors

Find out how to build a team of strategic talent advisors equipped to provide specialist leadership and insight throughout the talent life cycle.


The Talent Measurement Effect

Organizations often succeed or fail according to the strength of their people. They represent the highest cost, the biggest risk—and the greatest opportunity.

Unlock These
Resources Now

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Case Studies

Microsoft China used CEB assessments to boost college graduate recruiting outcomes. Now, time to hire is faster, and candidates are in the top 25% of technology talent.

To make better, fairer talent decisions, Kärcher turned to CEB's Talent Assessments to standardize its HR processes globally and ensure high-quality hiring and development outcomes.

Heineken partnered with CEB to improve the quality and efficiency of its International Graduate Program, delivering rapid ROI and a strong leadership pipeline.

Featured Press

Technology, such as online talent networks and applicant tracking systems, is driving major changes in the field of corporate recruiting. So what's next?

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