In this era of hyperconnectivity – the interconnectedness of people, organizations, and machines - transformation is happening faster and impacting every industry.
“Now is the slowest rate of change that we’re going to experience” opened Victoria Officer, one of our Senior Occupational Psychologist, at last week’s seminar on the Future of Assessment. She went on to explain that “HR and recruitment must get on top of this with their assessment for recruitment and development practices. Accelerated change is the new normal. To thrive we need to accept that the current state of assessment is not fit for purpose”.
At the same time we see valid psychometrics being applied in a way that sadly disqualify and dismisses key talent inappropriately at every stage of the process. The typical approach to assessment is rife with the opportunity for bias whilst potentially alienating whole groups of candidates or participants. Yet data suggests that more than 75 per cent of The Times Best Companies to Work For and 80 per cent of Fortune 500 firms use standard psychometrics as a means of supporting recruitment and development decisions.
In order to make radical and sustainable change that is fit for our future business and pepole needs, the future assessment is one that must:
1. Account for the known and unknown changes facing business in the next 3+ years,
2. Move towards a talent profile vs singular, fixed data outcomes,
3. Produce a more statistically significant success rate of predicting future performance, and
4. Unlocks the infinite potential of your talent.
“We are extremely conscious that traditional assessment methods means decisions based on 1 aspect of the whole person. If you focus on anything other that the ‘whole person’ you will constrain diversity”. Kirsty Nolan, Director of Assessment and Development, TMP.
Our solution to this challenge is to take the three proven predictors of performance (capability, results, behaviour) and extend this to generate a dynamic picture of the whole person by assessing:
This weighty combination means that you have powerful predictor of performance that eliminates bias and accounts for the dynamic, challenging, and fast changing business environment in which we all operate.
“We are extremely conscious that traditional assessment methods means decisions based on 1 aspect of the whole person. If you focus on anything other that the ‘whole person’ you will constrain diversity”