Trending

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Trending Workforce Assessments
Michelle McGhee, USO Talent Development
Network Resource Center Ron Thomas, SHL
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USO Talent Development Networks Mission
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What are Trends? Why its important?

• Merriam-Webster dictionary defines as
• to extend in a general direction follow a
  general course
• Understanding whats happening in the workforce
  assessment market helps you better prepare to
  meet client needs with products services

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Trending Now --

• Whats hot for 2013
• Types of assessments
• Technology

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Top assessments for 2013

• Skills/knowledge tests 91
• Personality tests 84
• Cognitive ability/general problem solving tests
  84
• Situational judgment 69
• Job fit tests 77
• Job Simulations 68
• SHL Global Trends Assessment Report 2013

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Top Technology Trends

• Blending technology assessment content
• Sources of data
• Analyzing data
• Innovatively measuring job-related competencies
  innovatively
• Online credentialing
• More options for online content
• Citation http//www.ere.net/2013/02/21/these-5-tr
  ends-are-shaping-the-future-of-pre-hire-assessment
  s/

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Social Connectivity

• Increasingly intelligent and deep levels of
  connectivity cannot be understated. The ability
  of data to drive useful connections with others
  who share the same interests and the ability to
  share information across relationships is rapidly
  progressing.
• Immediate relevance to hiring and assessments In
  terms of hiring, connectivity continues to make
  sourcing (and job searching) easier
• While approximately 60 of companies use or plan
  to use social media searches as a hiring tool in
  2013, less than 30 believe the data is useful in
  determining candidate fit, and only 11 believe
  it is critical to hiring decisions. (SHL, 2013
  Global Trends Report)
• Product
• http//www.sterlinginfosystems.com/social-media-sc
  reening.htm

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Gamification

• Attention spans are getting shorter as we
  interact with a growing number of devices via
  touching screens, swiping, and using
  easy-to-access apps.
• Immediate relevance to hiring and assessments
  Even an advocate for pre-hire testing such as
  myself can admit that most tests are no fun at
  all. Few people like slogging through hundreds of
  radio buttons and being asked questions that
  dont necessarily make sense.

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Gamification

• Recruitment branding is one area where there has
  been that can engage applicants while helping
  them understand what a company is all about
• http//news.marriott.com/2011/06/my-marriott-hotel
  -opens-its-doors-on-facebook.html

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Credentialing

• The Internet is about learning, and it providing
  a ton of non-traditional pathways to gaining
  useable knowledge. We are just at the start of a
  movement to help those learning on their own to
  have a way to demonstrate their mastery of a
  subject area.
• Immediate relevance to hiring and assessments
  One of the major challenges with credentials is
  ensuring that they will be seen as credible. Some
  controls will be needed to ensure sure that the
  badge provided has really been earned and
  represents a meaningful level of mastery. Skills
  testing companies (and other assessment
  companies) will have a big role in providing a
  reliable and accurate way to measure and certify
  subject area mastery.

http//youtu.be/ohTsq1fWckQ?t5s
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Credentialing
http//youtu.be/ohTsq1fWckQ?t5s
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Collective Intelligence

• The emerging Internet has introduced many sites
  and businesses who offer the ability to collect
  input from multiple persons, aggregate the data,
  and report on it such that one overall opinion
  creates an accurate representation of the views
  of many.
• Immediate relevance to hiring and assessments.
  Collective-intelligence-based systems are
  providing the ability to look at performance via
  aggregated ratings collected from sources who
  have worked (or are working with) an individual
  in order to gain a reality-based picture of what
  they bring to the table relative to a specific
  opportunity.

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Talent Analytics
Ron Thomas
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SHL Graduate 3D Simulations

• SHLs Graduate Talent Simulations help you to
• Identify and hire the best graduates using the
  latest assessment innovation
• Focus on non-academic employability skills
• Manage high numbers of applications quickly and
  cost-effectively
• Enhance your employer and consumer brand by
  offering a positive and engaging candidate
  experience

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Assessments of Competencies

• Graduate Simulations assess the five competencies
  proven to be key to graduate level success.
• Working with people
• Delivering results and meeting customer
  expectations
• Deciding and initiating action
• Adapting and responding to change
• Relating and networking

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Simulations (contd)

• The simulations take as little as eight minutes
  and use the latest 3D animation technology to
  measure the most important and predictive
  competencies for success in a team-based work
  environment.
• Candidates are led through a series of realistic
  scenarios that use 3D avatars and are asked
  questions designed to measure their team-working
  style, adaptability, decisiveness, initiative,
  and results-orientation.

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Want to learn more?

• Take a demonstration of the Simulation
• Visit SHL at the Learning Lab in Conference Room
  5
• Contact the Resource Center at usotalent_at_lorainccc
  .edu