Future of Talent Assessments

Samiksha Bhardwaj -23 August, 2019 -Talent Assessment

The battle to scout for the best talent is constantly evolving to meet the demands of job markets and demand-supply gaps. Recent statistics from CEB indicate that 25 percent of critical positions remain unfilled after five months.

From Chatbots to Robotic Process Automation, use of Artificial Intelligence & Machine Learning to data sciences, IVR, Mobile based hiring to use of NLP, the technology landscape is moving very fast as far as talent acquisition is concerned.

While all the facets of attracting, recruiting, and engaging talent have seen a lot of press, one area which has often been overlooked is the talent assessments. Today's business executives realize that one of the key drivers of business success is an outstanding talent. Research also reveals that an effective talent assessment results in a significant increase in productivity and cost savings, and decreased attrition. Let's have a closer look at the state of talent assessments and what future holds for them.

1) Game-based assessments

  1. Organizations across industries are taking a game-based approach to assessment for informed decision making. Game-based assessments are psychometric assessments intentionally built as games.
  2. Game-based assessments offer certain advantages over traditional methods of assessments-
    1. Reveals true behaviors and abilities
    2. Quick and comprehensive evaluation
    3. Appears relevant to candidates
    4. Engaging and immersive experience for candidates
    5. No gaming experience required
    6. Fair and Objective
    7. Improves employer branding
  3. While the advantages of using game-based assessments are there, care should be taken to check the validity & reliability of the assessment. The focus should not only be to have a more engaging and enriching experience but also on offering higher predictability and unique opportunities to identify motivators, values, cognitive skills, and behavioral competencies.
  4. Case Studies
    Games-based assessments are used by a range of employers, here are a few examples of employers who have used them
  5. RBS used online simulations to assess 'attention spans and brain activity'. Used 'up front' in the assessment process to help assessors identify traits in candidates to discuss at interview and to suggest an area of the bank's operations that might be a good fit.
  6. Jaguar Land Rover developed a video which takes applicants through a two-part screening process which includes code-breaking challenges. Selection criteria is based on skills and ability rather than qualifications.
  7. PwC uses a new game-based assessment in its recruitment process. Essentially, it is an aptitude test taken in a different, more engaging way. It assesses more broadly than other psychometric tests. It measures candidates on their numerical reasoning and abstract reasoning abilities, as well as looking at their behavioral tendencies.

2) Simulation Assessments

  1. More than any other type of assessment, simulation assessments allow both the candidates and the employers to determine the best fit between the functional skills and the job itself. While the candidate can understand the job itself, the employers can find out whether or not the candidates really have the skills and abilities to succeed once they're selected.
  2. A one-size-fits-all approach doesn't work in the simulation assessments. Care should be taken to customize the simulations for every role and industry measuring functional as well as industry-specific competencies.

3) Actionable Insights tailored to organizational needs

  1. Gone are the days of standardized psychometric tests which measured pre-specified competencies. Every organization and their culture are different and the traits required to succeed are different for every organization.
  2. The future trend is to create Artificial Intelligence and data-based reports that could be used for making hiring decision like an interview guide and fitment report as well as create a development action plan for the candidate if selected and their managerial potential.

4) Big Data, Machine Learning & Analytics

  1. With the technology getting embedded in each and every HR process and touchpoints, there is a huge amount of data been collected on candidates and employees. The ability of HR to use this data as a primary decision-making tool for hiring and development is evolving every day.
  2. The advanced algorithms and machine learning would not only be able to predict the fitment for a role but learning with the data collected after a candidate joins in helps improve the success rate or attrition rates. As more and more data are available, the insights will become more accurate and actionable.

Hiring and retaining talent are very expensive and care should be taken while creating experiences that allow organizations to attract, develop, and engage talent. Game-based assessments allow organizations to assess the talent not only during the hiring process but also are a great tool to develop the talent.

The future belongs to HR leaders who embrace advancements in technology with the expectations of the changing workforce (Millennial's and Gen Z) and adopt their policies and practices to keep pace with the time.