Exploring current trends and how assessment may develop in the future
With the ever-changing world of work, we explore the current trends in assessment and look at how assessment may develop in the future.
We're passionate about psychometrics and their impact on how organisations recruit, develop and retain their talent. But the work of work changes rapidly and, to help you stay ahead of the game, we monitor what is taking place in the market, the trends we see and the new demands from businesses as they seek to retain competitive edge.
Here we draw together some of the interesting shifts taking place in businesses now, and how we are helping clients to manage those changes and adapt their assessments accordingly.
Today's recruiters want their assessments to deliver four objectives: to differentiate their employer brand, to provide an engaging candidate experience, to deliver process efficiency and, most importantly, to provide robust and objective data about which candidates will thrive in the role and fit their culture.
Consequently, there is an increasing demand for assessments that are more distinctive, appealing and effective. Howard Grosvenor of cut-e UK explains ten cutting edge innovations that can help you make bolder use of assessment to achieve your goals.
Sneak preview: walk-in assessment for retail
We are working with a high street retailer to enable in-store assessment for potential sales reps. Interested passersby see the sign 'We're hiring', come in and can take part in a walk-in assessment comprising situational judgement test, a selfie and brief personal data. Feedback is immediate - based on validated job specific criteria. The benefit for the applicant: real time feedback. The benefit for the company: widening the applicant pool and engaging talent.
Sneak preview: turning applicants into customers
Several companies have made the painful experience that rejecting a candidate for a job can mean losing a customer or potential customer. For example, Virgin Media launched a "Rejected Candidate Survey" of the people it had turned down for jobs. The numbers revealed that 18% of them were customers, and roughly 7,500—6% of the total number of applicants—switched to a Virgin competitor as result of a poor recruitment experience. (cielo, April 2016). cut-e is working with a major airline to develop a voucher system to ensure that applicants, whether successful or not, are motivated to remain or to become customers.
Enter a new world of gamified assessments
cut-e has formed a partnership with leading games developer Arctic Shores to develop next-generation 'gamified assessments' which recruiters can use in pre-application attraction and candidate selection. "Gamified assessments will offer an immersive and entertaining candidate experience but they'll also provide rigorous psychometric insights about each applicant's skills, abilities and their potential to perform in a role," said Dr Achim Preuss of cut-e.
The changing nature of assessment
The recently published report from this year’s Assessment Barometer study shows that HR, recruitment and talent practitioners are widely using online assessments when hiring and on-boarding staff - and also to identify their learning and development needs. The data provided by assessments is also increasingly being used to make better talent decisions.
From reducing risk to predicting success, Dr Achim Preuss highlights the evolving role of assessments and how they're helping HR teams to become more effective.