With so much technology on the market and so many exciting avenues to pursue, HR is in a position to impact the business like never before. The challenge is not, what can we do, but rather, how much can we do to drive the business forward? This will depend on alignment with business strategy and smart HR tech investments.
Organizations are taking a new approach to measuring things like quality of hire and employee engagement. New technology makes it possible for companies to track where employees are spending time, how they’re performing job tasks, and what their potential for success is – today and in the future.
Some of the most exciting trends in HR tech are in the vein of discovering hidden talent, connecting people with their passions, and hiring not just to fill a role, but to set someone on a trajectory for lifelong success.
Thanks to rapid innovation in the market, we’re seeing an explosion of new releases and platforms that are helping to turn these trends into tangibles. Even assessment software, which hasn’t traditionally been the flashiest piece of technology on the market, is becoming a game-changer for HR and employees everywhere.
Here are 3 ways talent assessments will make your initiatives – and your employees – more successful:
Find every person’s best fit
Often, talent assessments are used in hiring as a way to measure fit to the job or fit to the company (or both!). By assessing hard skills, soft skills, or cognitive abilities, hiring teams are armed with insight on a candidate’s potential for success.
Recruiters and managers can also start to see how a potential hire might fit on the team, as well as skills gaps they might be able to fill by adding this candidate versus another.
If you’re hiring for a sales position, for example, an assessment will tell you how a candidate ranks on must-have soft skills like work intensity and follow through. An assessment might also tell you how strong he or she is in sales knowledge, such as prospecting and overcoming objections.
Ideally, the assessment would then roll up the results into one overall score, with the ability to drill down into each different skill set.
But say a candidate isn’t a great fit for the job they applied to. In a tight talent market, employers can’t afford to throw out applications. Rather than simply tagging someone as a poor fit, new assessment software allows recruiters to match candidates to other open positions in their company.
This way, recruiters can make use of every candidate in their applicant pool, fill more jobs, and help more people improve their livelihood. It’s a win-win all around.
Discover pathways to future roles
Once you’ve got the right people in the right roles, you can sit back and relax. Just kidding! As good practitioners know, hiring is just the beginning of an employee’s *hopefully long and productive* journey with your company.
This is where the pre-hire assessment comes back into play. One assessment can help guide the next several years of an employee’s journey. That’s why many employers see it as “the data that keeps on giving” – it continues providing value long after the hiring decision has been made.
First, assessment results can be used as onboarding guides, helping new hires get up to speed quickly based on their strengths and opportunities in the role. Then, after ramp up, assessments can help employees and their managers see what’s next.
Say your sales hire is killing it – hitting quota every quarter and helping the entire team succeed. She’s raised her hand for a sales manager position, and looking at performance, she’s the most deserving of the promotion.
But, leading a sales team requires a very different skill set than what’s she’s using today. Your top salesperson is about to move into untested waters, and if she fails, you could lose her for good. Using an assessment, you can see her potential for success in a management role, along with development suggestions to make the transition easier.
Together, the salesperson, her manager, and others from L&D can identify an employee’s ideal career path and steps to get there. The assessment creates the perfect scenario where promotions are based on skills, not just performance, and every employee has the opportunity to grow.
Illuminate hidden skills and strengths
Similar to promotions, decisions about who is considered a ‘high potential’ are often subjective. In many cases, putting someone’s name in the hat for a hi-po program depends on how important development is to a given manager.
In a system like this, great people get overlooked. And isn’t HR’s goal to engage and retain as many employees as possible, not just a select few?
Assessments can improve how you select people for hi-po programs, and thanks to tailored development plans that now come with assessment results, you can drastically scale participation in hi-po programs.
Equally important, assessments can help re-define what you mean by ‘high potential.’ Does high potential mean potential for leadership in your company? If so, what are the mission-critical skills and competencies your leadership teams have today, and what will they need in the future?
Assessments give you instant insight into the skills and competencies that matter most in your business, ensuring that no one is overlooked. You may find more than one diamond in the rough. Perhaps a quiet contributor today becomes a pivotal future leader.
So, rather than let an employee’s potential wither away – or worse! – lose them to a competitor, you can use assessments to discover hidden talent and tips the odds in your favor.