Learn the talent lessons of history's great leaders

Madan Nagaldinne, Chief People Officer at Outcome Health, outlined leadership lessons from Genghis Khan, Sun Tzu, Alexander the Great and others. These leaders recognised the important role that mass communication could play in helping them achieve their aims. They were also very keen to capture and utilise the talent of their enemies.

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.

How HR Trends influence Online Assessment


Article: Recruiting through the minefield of GDPR

The forthcoming General Data Protection Regulation (GDPR) is not just an issue for legal and IT teams; recruiters need to understand where it applies – and where it doesn’t – and act accordingly, says Andreas Lohff, co-founder and chief executive officer of cut-e.

If you want to learn even more about the new GDPR regulations, you can read cut-e's GDPR compliance document, stating how the regulations will impact on recruitment and the handling of candidate data.


Talent 2021: What is shaping talent trends

Read this e-book to discover how our approach to talent will change in the coming years and learn that:

  • The ‘millennial’ generation is changing how we view leadership and what is needed.
  • The move to a more continuous approach to listening to our employees means adapting how we measure employee engagement.
  • Assessments via smartphones is an increasing trend–  as is doing more with the data generated at all assessment touchpoints.
  • There will be a change in sales competencies that businesses need.
  • How HR will transform its service model – and what the changes in HR technology will mean for organisations.

Sneak preview: Understanding how voice analysis can add value

We are investigating several areas where voice analysis may add value to ability and personality assessment. Based on video or phone interviews, people's voices are analysed by computers based on a range of elements such as speed, rhythm, melody and pitch on one hand, as well as sentence length based on word count, frequency of certain words, complexity of language e.g. use of subordinate clauses.

We know that voice, among other things, have a high impact on how we perceive someone to be. The impression someone makes by clothes, looks and voice has a huge influence on the ratings someone gets in an Assessment Centre. From a psychometrics point of view this raises the question as to whether we can assess the level of likability based on voice – and to what extent that has relevance for a job. An example might be telesales staff: If someone has a pleasant voice, we tend to like them, and therefore may listen more and ultimately buy more. We are looking into whether ‘likability’ can be linked to voice and if yes, then what is the correlation between likability based on voice and success in the job.

Another area where psychometric assessment could be complemented by voice analysis is for senior managers in executive assessment or 360 feedback to provide a comparison between how the person is (ability and personality assessment) and the impact he or she has on others (voice analysis). Especially for senior managers, who often are not provided with honest feedback and interactions due to hierarchy, this could be a valuable insight.

Watch this space! We will keep you posted.

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 develops 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.

White Paper: Talent Pulse study on talent trends and practices

The McLagan Talent Pulse Study is a broad study of talent management practices at financial services firms.

The study follows the employment lifecycle, starting with firms’ human capital strategies, followed by questions about selection, performance management, engagement, development, leadership, and HR function effectiveness.

Further HR and assessment trends

  • Strength Based Assessment: Read here about what strength based assessment is. In this article Howard Grosvenor, Director of Professional Services at cut-e UK, offers an insight into how strength-based assessment can be used.
  • Trends in graduate recruitment: Our observations from working with corporate graduate recruiters and those organisations which support graduates as they embark on their careers
  • The future of assessment in retail and hospitality: Hot topics and themes from the Global Retail and Hospitality Talent Summit

Emerging trends: Pre-application and mobile testing are here to stay

Firstly, the growth of pre-application assessment. This involves educating potential applicants on the role and the organisation, before they apply, using realistic job previews and situational judgement tests. These assessments benefit both employers and jobseekers, as they help organisations find the right people whilst stopping browsers from applying for jobs that aren’t suitable for them.

The second trend is the rise of mobile assessment. A growing number of employers now offer tests which can be completed on mobile devices such as tablets and smartphones. This gives candidates greater choice and flexibility around how and when they complete their test. The larger the company, the greater the demand for mobile assessment.

“Creating assessments that will work effectively on mobile devices, without compromising the user experience, is a big challenge for test developers as you have to work within the limitations of different screen sizes,” said Dr Achim Preuss, Managing Director of cut-e. “Experience and capability in mobile assessment are now amongst the key factors that employers look for when choosing a test provider.”

HR and recruitment teams around the world should keep an eye on these emerging trends.

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