Tony Bainbridge, Partner, Board & Leadership Assessment
External issues facing companies today:
Demographic, social and reputation challenges are reducing the availability of candidates for most businesses
The post pandemic economic bounce on candidate availability
Requirement to level the playing fields – ensuring transparency and objectivity between internal promotions and external hires
Increasing scrutiny over factors including background, age, ethnicity, neurodiversity, social issues.
Building your employer brand
Internal issues facing CHRO’s today:
Portfolio talent model
How to de-risk key recruitment and promotion decisions by providing objective, valid data to decision makers.
How to ensure sufficient challenge of job analysis and the person specification
Alignment vs groupthink
Addressing the impact of limited skills and biases (conscious and unconscious) of assessors
Ensuring positive candidate experiences – and avoiding the reputational issues from negative experiences.
Use tests which are proven to have no differences across ethnic groups.
Brief and prepare candidates for each stage of the process
Monitor the progress of different candidate profiles throughout the assessment process
Provide opportunities for candidates to disclose any specific concerns they may have.
Make accommodations for the wide variety of disability and neurodiversity needs as appropriate during the assessment process
Psychometric solutions can provide unique insight through multiple layers:
Type vs trait based assessments
Primary assessments can cover personality, aptitude. – eg, Hogan, Swift
Secondary assessment of potential in addition to performance – eg Waves, Hogan
Tertiary assessment of fit with both team and strategy.- eg Hofstede, Waves
Predictive analytics enable scientific forecasting and reduce risk of costly errors while raising DE&I across the executive population. Assessing and leveraging digital readiness eg SHL
Fujitsu case study