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5 Ways Workplace Assessments Are Better Now Than They Used to Be

5 Ways Workplace Assessments Are Better Now Than They Used To Be

Workplace assessments have been around for over 100 years, and have come a long way to meet the needs of modern businesses.

The ‘science of selection’ dates back to World War I, when the military began using assessments to place army recruits. After World War II, early assessments like Myers Briggs entered the mainstream. Fast forward to today, and more than 70% of employers are using workplace assessments to help them hire the right people (source: Aberdeen Group).

Being able to measure a candidate’s personality and cognitive ability is powerful, which is why workplace assessments are so widely used today. But they haven’t always been perfect. If you’ve had a not-so-great experience with assessments in the past, know that the industry is evolving fast to meet the needs of modern businesses.

Say goodbye to clunky roll outs, limited use licenses, and difficult-to-decipher reports. Say hello to a new generation of assessments!

Here are 5 ways assessments have changed for the better:

1. Subscription options.

In today’s cloud economy, the ‘all you can eat’ subscription model is king. Previously, assessments came with pay-per-test pricing, which forced companies to use them only for their highest volume or highest value (i.e. senior exec) roles. Now, thanks to subscription options, companies can use assessments in huge volumes, and administer them even earlier in the process. This ensures that hiring teams are spending time with top candidates across positions.

2. Use cases beyond hiring.

Now that assessments aren’t limited to specific hires, companies can expand their usage outside of talent acquisition. Managers and L&D teams are hungry to learn about employees: What are their strengths? What are their gaps? Who are our high potentials? What’s the best next step in an employee’s career path? Leveraging the assessment post-hire can improve team dynamics, employee development, succession planning, and more.

3. No barrier for small to mid-sized businesses.

Before the shift to subscription-based pricing, assessments were used almost exclusively by large companies with large budgets. The previous pay-per-assessment pricing model created a barrier for smaller businesses that couldn’t afford to ‘buy in bulk.’ So, unless you were in an enterprise-sized organization, assessments were used ad hoc, or not at all. Now, newer assessment products offer flexible, unlimited use licences with pricing based on company size.

4. Easy to take, easy to interpret.

The last thing you want is a long, complicated assessment that generates a long, complicated report. Reports of the past often required an I-O psychologist to interpret, which was additional expense. Newer assessment products offer user friendly tests that can be completed in less than half an hour (ours is less than 10 minutes for hourly roles and less than 20 minutes for professional roles). The reports are easy to understand and the tests are available on mobile and web.

5. Real-time data and analytics.

The days of paper-based assessments are behind us. Cloud-based solutions make distribution of data efficient and give users access to real-time analytics. Each time you hire a new employee, you add a data point to your aggregate analytics, which helps your teams make more intelligent and predictive hiring decisions. 

The 100+ year history of assessments is a testament, not only to our fascination with the science of selection, but also to the practical and enduring value of assessments in the workplace.

To learn more about implementing a workplace assessment, or expanding your use of assessments to other areas of the business, check out these helpful eBooks:

Or, schedule a demo with OutMatch today!

Written by Keith McCook, Ph.D.
Vice President of Talent Analytics, OutMatch

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