The integration of objective assessment into talent management platforms

Citation

Clarke, C. (2010), "The integration of objective assessment into talent management platforms", Strategic HR Review, Vol. 9 No. 6. https://doi.org/10.1108/shr.2010.37209fab.001

The integration of objective assessment into talent management platforms

Article Type: e-HR From: Strategic HR Review, Volume 9, Issue 6

The latest ideas on how to approach measurement and evaluation of HR activities

Online assessments have enjoyed an increased take-up among the HR community over the last few years which can be attributed to advances in the products themselves as well as the relatively recent capability to integrate them into talent management platforms.

Rather than being used solely for recruitment purposes, online assessments are now also being used more widely in post-hire talent management. The growing emphasis on performance and succession management has meant that many HR professionals are using assessments to identify and deploy internal talent, for example, filling skills gaps and ensuring existing employees are engaged and have visibility of all possible career paths – an area that has increased in importance as we prepare for an upturn.

Keeping it realistic

Just as more and more day-to-day processes continue to move to the web, the use of online assessments is growing exponentially. For example, over the last 12 months, SHL has delivered more than five million online assessments worldwide. In designing assessments to be completed online, SHL has developed in-built security processes, particularly as many are conducted unsupervised and remotely by candidates before coming in for interview, which results in large cost savings.

Assessments are available that come with anti-cheat robustness where a main assessment is completed remotely followed by a shorter, follow-up “supervised” verification test that is usually taken at the employer’s premises. This allows HR professionals to check that the person who takes the supervised test is likely to be the person who has taken the initial unsupervised online test.

Informed decisions all round

There are now online assessments on the market to measure everything from behavior and motivation to “outside of the box” thinking. As companies across almost all sectors are receiving a deluge of applications from candidates looking for work, online sifting tools are being implemented to make more informed hiring decisions based on potential, i.e. what a candidate can do, rather than experience.

One method of online sifting assessment that is now being used more widely is the realistic job preview. Candidates experience a “day in the life” scenario and based on this they answer a series of short questions. This is a candidate-friendly method of sifting that benefits all involved as employees get a real picture of what the job would involve. It is also far more engaging than simply filling out a form, which means even unsuccessful applicants are likely to come away with a positive experience, thus enhancing the consumer brand via the employer brand.

An integrated assessment approach

While perfectly functional as stand-alone tools, using online assessments as part of a wider integrated talent management solution not only gives HR professionals a single platform from which to manage people data, but it also gives them the infrastructure to make better-informed decisions on deploying talent.

HR professionals and line managers can benefit from using integrated assessments as a window to their world of talent. For example, having easy access to objective, consolidated data on employee performance and potential can help them to quickly and accurately match people to jobs. It can also identify and fill leadership gaps and so help with succession planning – and, as such, become integral to long-term people development and business strategy.

Having access to robust employee profiles can also help both HR professionals and line managers initiate conversations with employees on engagement by providing them with greater visibility into the future of their careers based on their potential.

Supporting people decisions

Technology in HR is fast becoming critical for process efficiency, managing data for decision making and providing on demand reporting that allows deep insight into the workforce. As systems are often web-based, featuring “software as a service” functionality, solutions can be rapidly and cost-effectively deployed.

So, technology cannot only provide time and money savings for HR professionals and line managers, but it also acts as a key enabler to ensure that the best-informed people decisions are made. This will benefit HR as well as employees, the brand and the bottom line, all of which will contribute to organizations gaining momentum as 2010 develops.

About the authors

Chris ClarkeVice President Alliances at SHL. He is responsible for coordinating SHL’s global effort in working with alliance partners and for driving the creation of mutual revenues. Clarke has long experience at SHL in various roles, most recently as Vice President Technology Solutions. Chris Clarke is the corresponding author and can be contacted at: chris.clarke@shlgroup.com

Teresa Fearis Joined SHL in 1996 to develop and measure the success of objective assessment in client organizations. She then progressed her career into a business development role focusing specifically on retail clients, before moving into her current role as Business Development Director Alliances.