I was brought to the attention of a new initiative by SmartRecruiters; which shares workforce assessments online as a one-stop shop. The aim is to support businesses and recruiters with smarter recruitment and workforce planning initiatives. SmartRecruiters mission is to make hiring easy; but I would add in this highly competitive talent and hiring world – It has to be smarter.
An excerpt from a recent survey by CIPD; acknowledged by HR Magazine as ‘The War for Talent; should help provide a rationale for the use of assessments in workforce planning:
‘According to the CIPD’s annual resourcing report, the CIPD/Hays Resourcing and Talent Planning Survey 2013, the proportion of employers reporting a ‘war for talent’ has risen from 20% in 2009 to 62% in 2013. – See more at: http://www.hrmagazine.co.uk/hro/news/1077519/war-talent-increases-threefold-cipd-survey#sthash.hEhAP6lB.dpuf’
But talent management isn’t just about accessing the best talent; it is to encourage high performance in teams, organisationally and creating ultimate business impact – that no one can emulate nor compete with. We live in uncertainty and constantly emerging market where ‘survival of the best’ is not an option – but essential.
The impact of Big Data on HR is far greater then ever was; and decisions on business performance lends to far more scrutiny and accountability from the boardroom. An article by The Wall Street Journal just highlights the significance of Big Data (back in 2012!) in the era of knowledge and social … and the importance of analytical or data mining skills. http://online.wsj.com/article/SB10001424052702304723304577365700368073674.html
Gone are the days of spreadsheet metrics to support HR decisions. 2D data (metrics) is now longer an option that provides clarity for workforce planners but 3D analysis to promote, support and encourage HR decisions based on sound, justified rationale i.e. accountability of hiring lands with a thorough analysis of organisation needs now and the future; informed by behavioural assessments, skills tests, and reference checks. Innovative gamified psychometrics seems like a business need for sci-fi era in 100 years from now; but the time to make savvy talent recruitment judgements with justified performance data, is now. Employers must be aware of #skills needs now and the future. They must ensure business strategy prospers with a workforce that is future-proof and ready. A candidate assessment of talent and competence will ensure that businesses have a fighting chance of survival at a time when skills shortages specific to sectors are noted and talent pipelines depleted.
Context for Assessments:
As with any workforce planning initiative, professionals need to ensure that there is alignment of assessment methodology and capacity to deliver effectively – throughout the organisation. This includes building workforce planning capacity and capability. Some key thoughts:
- That there is alignment of assessments used for the sector you work in, and services you provide for.
- Assessments are not just supporting recruitment practices; but should also support existing workforce and learning needs of the organisation; as a whole.
- Assessments should support your business needs and strategy; and the needs of your employees.
- Assessments provide clarity from individual to team dynamics.
- Assessments should leverage business decisions and growth.
- Assessments should be integral to any workforce planning initiative and outcomes should be revisited as part of organisational evaluation practice.
- Assessments play a critical role in supplementing talent pipelines and employability drives.
I look forward to hearing more from SmartRecruiters, on the impact from this initiative and how employers are implementing workforce planning with the use of online assessments to support talent management and recruitment.