Assessment and Analysis in 2020
Consequently, we will need more than just a job description when filling a role. It will be necessary to look at attributes such as behaviours, structure, role setup and on boarding process – more thought should go into this process to ensure we are attracting the right candidates and shining a light on the right skills. Organisations who are able to adapt and run with these assessments-based hiring processes will do well in the new normal, as will companies with strong cultures and identities. People will need to be accepting of the new format and embrace the tools in order to make informed and educated recruitment decisions.
As we move towards a future where remote interview processes become the new norm, it can be difficult to get a “feel” for a candidate. Masking (the process in which an individual changes or “masks” their natural personality to conform) will become prevalent in remote interviews, as you are limited in what you can see of them. The person could have notes they are reading from, for example, and you are not making eye contact, so you might not necessarily pick up on all their behavioural cues. So therefore, we will need to support interview processes with relevant assessments to get a full 360o picture of the candidate and their ability to not only do the job, but to fit into the company culture. We should also consider practical, “on the job” assessments, in order to ascertain if the individual is capable of fulfilling the role. Behaviours, intelligence and competencies are vitally important factors when considering a new hire. As we face an uncertain future where we envisage many businesses struggling in the aftermath of Covid-19, it is vitally important for employers to reduce the risk of making bad recruitment decisions. Therefore, there will be a much larger emphasis on analysis and assessments of candidates’ capabilities. It is finding the right balance between candidate attraction, candidate experience and choosing the right people for the job. Best practice is using the right assessments for the right roles, but knowing which assessments are the most relevant to the role you are looking to fill – there is a real risk of information overload, and overwhelming candidates with an assessment heavy process.
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