What is Talent Plus or Top Talent?

BBRUSS · May 2, 2011

Hello,

In replying to CC04's message above, you are not "dinged" for adding additional information, laughter, etc to the answers to these questions. The Talent Plus interview encourages people to speak freely and be themselves. Whether you are more talkative or not, it doesn't matter. It's the content of what you are saying that the interviewer is looking for.

The talent interview is just one step in the selection process and not the only decision factor when a hiring manager is making a selection decision. Typically, there is an application someone fills out, an in person interview (which helps determine "fit") and other factors at play, including the talent interview. It is an aptitude test to help provide more insight into the candidate's strengths and how they will perform on the job. I hope that helps to answer some of the concern RN200 mentions above. The health care organizations who have used our science have seen statistically significant results within performance, turnover, retention, patient satisfaction and more. I think it's all about the way this step in the process is presented to employees/candidates, which ultimately makes them champions (or not) of this science. And how it is presented/implemented can change based on your culture's needs/situation. Most of our clients and their employees are very happy with the opportunity to learn more about their strengths in this manner, use it for development/career planning purposes with their team members, and experience great results/ROI once implemented. If either of you are able to share which organization you are with, I'd be happy to look into this further and see how we may help you specifically. Or, if you prefer to remain anonymous, I would also be happy to help answer some questions and determine if there are other ways this would be more accepted among your colleagues, so they feel more comfortable with it. Personally, I'd like to learn more about the specific concerns you may have, as these are things that we like to learn from and help our clients to consider as they begin using the talent interview in their selection process. So, I thank you in advance for your thoughts.

To learn more about Talent Plus and how we partner with health care organizations around the globe, I encourage you to visit our site at: www.talentplus.com/healthcare

Thank you!

Beth

Talent Plus Employee

whichone'spink, BSN, RN · May 2, 2011

I cannot STAND these personality and behavioral tests. Even when I answer according to what the test wants, I can never pass them. I once applied at a grocery store when I was in high school, and I failed this lousy test 3 times, even while answering to the test. This is just another way to guarantee only syncophants get jobs and the real talent starve to death because they can't get a job.

PS-I often wish there was a dislike button for certain posts. Enough said.

RN200 · May 3, 2011

In response to BBRUSS...Thank you for your feedback. I believe the problem we are having at our hospital lies in how HR is choosing to utilize this tool. I don't have a problem with the interview, but at our hospital, it is the first step-before an applicant is able to have an interview with managers. If they are considered to have an "unsatisfactory" interview, they are barred from ever having an actual interview, and barred from ever being able to work anywhere else in our organization for the REST OF THEIR CAREER! If an applicant asks where they scored low, so that they can address these weak areas, they are told that it cannot be discussed, or they might share information with other co-workers that could help them to pass future interviews. I am working on communicating with HR to see if we can change the way that we "implement" the Talent Plus interviews, but am afraid our concerns will not be heard. It is creating a hostile work environment, which affects patient care. We are losing some of our best, and most qualified nurses to other hospitals because of the impacts an "unsuccessful" score has on career path. We also have RNs leaving simply because they feel they do not want to work for an organization who would promote something so detrimental to professional development and employee satisfaction. It breaks my heart, and makes me sick to think that we may not be able to stop this devastation to our experienced work force. The people who are doing well on the Talent Plus interview ARE NOT our qualified nurses, and are often some of the most toxic personalities to the workplace environment. We are not selling cosmetics or used cars--we are taking care of sick and dying human beings!

comonurse64 · Jul 9, 2011

I completely agree with RN200. This is exactly what is happening at the hospital I work at. I took the supervisor talent plus interview after already filling in for the postion for 6 months and "failed" but was never given a reason why. I have repeatedly requested to get the results of this "test" to strengthen my weaknesses. I was told I would never be a canadate for a supervisor position as my "natural traits" don't change. Wish I knew what my natural traits were. I was passed up for a nurse who had 3 years experience and I had 25 years. It has been a struggle on a daily basis with new employees and young nurses. Sadly, I am currently looking for another position. It has been a year and still no explanations. I think that HR is using this test as the sole hiring tool and not looking at the whole picture. In my opinion it should be one aspect of the hiring process and up to the manager to decide if the canidate is worthy of the position or not. Our hospital actually educated a nurse and she was to owe them 3 years of employment , however, she failed the talent plus test and is not employable at the hospital. They invested money in her, which she does not owe back.

sgolden1948 · Jun 21, 2014

'Nuf said. I'm running into this problem a lot (I'm a new RN, constantly applying) and think I may have spent countless hours applying for numerous positions that I'm highly qualified for, and yet may be turned down if I do badly on the Talent Plus assessment. I even have another BA degree in Psychology. I do think this may have a place in other types of career paths, but I truly do not understand why it makes any sense to use it when hiring nurses. At least it shouldn't have such power that amazing candidates are turned down simply because of it. Some of the questions are ambiguous, and anyone that doesn't admit that just isn't being objective.

jadelpn, LPN, EMT-B · Jun 21, 2014

Seriously?!?!?! It takes a heck of a lot more than "talent" to be able to take care of people.

I can picture it--an entire unit of people kissing butt, twirling around a may pole, whilst a person down the hall is tanking. Awesome.

All of the "right" personality traits in the world are not going to bring a patient back.

I am oh, so curious.....how much does a facility pay for this latest flavor packet of kool aid? Perhaps if the money was spent on getting nurses certified, raises, and better ratios...who am I kidding. Interesting way to weed out the people who won't comply to the bottom line functioning.

Guttercat, ASN, RN · Jun 21, 2014

Never heard of "Talent Plus," but good to know.

From what I am reading, this is less about finding "natural talents" and more about finding cookie cutter plug-ins for certain positions.

I'd bet that this test will "score" certain areas of personality mathematically, based on whatever statistical data was used in developing the test, and the model (probability-based, I'm sure) chosen to analyze the results. What's that quote again? "There are liars, damn liars, and statisticians." Statistics are incredibly useful, but have limits in predicting human behavior.

I'd assume this test is geared toward looking for (the latest buzzword) "soft skills"-- being level-headed, diplomatic-under-fire, personable, and being flexible to peoples' needs/situations. The idea is that "hard skills" (hands on/technological) can be taught, but soft skills cannot be taught--either you have it or you don't.

My guess is that once the answers are compiled, the test also looks for inconsistencies in answers. Some of those "personality tests" ask the same thing nine ways to Sunday. Or, they have questions that will compliment and back up (or not) answers to other questions depending on how the candidate answers them.

Sounds like some hospitals are using this tool as a quick-and-dirty way to weed out candidates (and stop internal career advancement of some) before they invest in someone only to find out they are hot-headed and don't play nicely with others on down the line.

I'm not sure how I feel about this.

RL0206 · Oct 6, 2015

Just Happened to a Co-worker who applied for a local hospital that is closer to her home than where we work now (Major Level 2 Trauma). 8+ years in Surgical/Trauma with CCRN, BSN etc. Met with manager, Charge nurse and even director whom all loved her. Took the "Talent PLUS" test and supposedly failed. Suffice it to say she did not get the position but the Manager and director are meeting with the CEO to change things around, supposedly across the board hiring has been down to fill much needed positions by experienced nurses and so far no one with the minimum they would require has gotten through Talent plus. Although the one person that did pass was a new grad and they didn't hire him for the position.