The Future of Assessment Strategies for the ASEAN Economic Integration

The Future of Assessment in the ASEAN Economic Integration

THE FUTURE OF ASSESSMENT IN THE ASEAN ECONOMIC INTEGRATION

By Anj Vera

This past week, we’ve been hosting the leadership team of Talegent in Manila. I am learning a lot not only from them but from the clients we are working with. The response from companies like Sykes, 24/7, SM and Del Monte have been very telling of where the future of assessment is headed, at least in this part of the world. Here are the top three things that sum up how talent acquisition teams will be utilizing assessment to get the most of their recruitment process:

1. It’s linked to your employer brand

When designing an assessment strategy, it is no longer about just “having a test.” Dynamic organizations know that promoting your employer brand in every step of the employee life cycle, and more so during the pre-application phase, is very critical in influencing talent attraction, engagement and retention. Having assessment tools that allow you to communicate your value to candidates gets you on the right path to easing each candidate into the funnel for a more efficient and “sticky” recruitment experience.

2. It’s job specific

While IQ is a strong predictor of performance for a lot of jobs, we are finding that companies are now moving toward the direction of competency-based and job-specific measures. Not only does it have a strong correlation to performance and culture fit, it also provides the candidate with a more realistic experience of what skills they will potentially apply on the job. This encourages job alignment and also supports post-hire initiatives such as performance management, career development and succession planning.

3. It’s engaging for you, candidates and line managers

When was the last time taking a test ever made anyone excited? Chances are everyone is just goes through the motions of it until the point we say “pass” or “fail?” On one hand, a key trend we are seeing is that assessment tools are being redesigned to engage candidates (even to the point of video interviews, simulations and gamification) to make sure they get more than a score, but a realistic job preview. On the other hand, talent acquisition specialists and business unit leaders are also finding more value in reports that offer a thorough walkthrough of leadership potential, EQ and competencies. Ultimately, what this does is it creates a win-win-win scenario where candidates actually enjoy their application process, HR is able to make use of big data to make hiring decisions and line managers know how to make sense of test results for final interviews and coaching.

With these three trends driving assessment design, we can adapt the right technologies and take one step closer to becoming globally competitive. We can also build better teams that can respond to the changing needs of our industry in light of the ASEAN Economic Integration.

It was truly a privilege to be part of the talent measurement panel discussion this week attended by forward-thinking organizations. If you are keen to discuss similar insights, please do not hesitate to reach out.

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