employee assessments: how employers are using them

Research Spotlight: The Art and Science of Assessments

Presenters

Mollie Lombardi VP/Principal Analyst Workforce Management Brandon Hall Group

Ben Eubanks HCM Analyst Brandon Hall Group

2 ©2015 Brandon Hall Group, Inc.

Learning & Development

Talent Management

Leadership Development

Talent AcquisiEon

HR/Workforce Management

RESEARCH PRACTICES


It’s About You

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•  QuesEons? Email us: [email protected]


Agenda

•  The Business Context –  Why assessments now?

•  Defining our Terms –  Assessment types and how to use them

•  What’s in it For Me –  The growing importance of feedback to the assessment taker

•  IntegraEon –  Making assessments part of your talent language

•  The Three QuesEons –  Having the right conversaEon with providers

•  DataNow/Member Center •  Q&A


The Era of Context


Data Driven Decisions


It’s All Connected


The EvoluLon of Assessments

Pre-‐hire tesEng

Pre-‐and post-‐hire skills and capabiliEes

Ongoing assessment strategy

Technology enabled

assessment strategy


DefiniLons

•  Personality – assesses an individual’s preferences and traits that influence how they interact with others

•  Skill – assesses technical ability to perform the tasks of the job

•  Behavioral – assesses how likely an individual is to behave in ways aligned with job success

•  ApEtude – assesses current ability or suitability to learn the tasks of a job

•  CogniEve – assesses the thinking processes related to the demands of the job


Assessment Types Used in the Hiring Process

Source: Brandon Hall Group, Talent Assessments Study 2014

58%52%

59%

43%52%

22% 18%

0%

25%

50%

75%

Hiring/selection


Assessment Types Used to Target Learning and Development Programs


45%

38%44%

27%

40%

16%22%

0%

25%

50%

Enrollment in learning or development programs


What’s in It for Me?��


Most Important Candidate Experience Features


64%58%

48%

36%

0%

25%

50%

75%

Assessment length (time to complete)

Online capability Feedback provided to candidate

Integration with other recruitment

technology


Influencers of Engagement

Responses were ranked on a scale of 1 to 5 where 1 = not all important and 5 = criEcal

Source: Brandon Hall Group, Talent Management Study 2014


IntegraLon


Competencies��

The language we use to talk about talent


How OrganizaLons Use Assessment Output


29%

31%

33%

37%

38%

41%

42%

40%

43%

26%

38%

31%

29%

29%

24%

37%

24%

28%

For career planning

For succession planning

To prescribe learning / development activities

Deciding which applicants move into the interview process

To identify high-‐potential talent

As a guide for interviewers on areas to question

Consistently Ad hoc basis Not used


Most Valuable Outputs of Prehire Assessments


53%48% 46%

42%

0%

20%

40%

60%

Indicator of overall potential for the

job

Skill / competency ratings

Work style or personality insights

Cultural / organizational fit

insights

All Respondents


CharacterisLcs of OrganizaLons Using Assessments


79%69% 68% 65% 65%

82% 79% 79% 79% 75%

0%

25%

50%

75%

100%

Hiring managers value the insights

provided by pre-‐hire

assessments

Managers value the insights provided by post-‐hire

assessments

HR and line of business leaders collaborate on assessment strategy

Managers understand the

value of assessments and how they should be used

We can link pre-‐hire assessment

results to ongoing

performance

All Respondents Above Average Reduction in Turnover


Check Regularly


1.  What’s it like?��

2.  Does it drive action?��

3.  Is it valid?��

3��Questions


Most Important Vendor SelecLon Criteria


85% 85%79%

74%69%

0%

25%

50%

75%

100%

Valid and reliable

science behind the

assessment

Quality of customer service / support

Turnaround time for results

Candidate/ employee experience

Price


CharacterisLcs of OrganizaLons Using Assessments


2.862.69

2.342.49

3.10 3.03 2.94 2.90

2.0

2.5

3.0

3.5

HR and line of business leaders collaborate on assessment strategy

Managers understand the

value of assessments

Managers value insights provided by the assessments we use post-‐hire

We can link pre-‐hire assessment results to ongoing

employee performance

Below Average Reduction in Turnover

Above Average Reduction in Turnover


Most Important Assessment Metrics


55%

35% 34% 32%28% 27%

0%

20%

40%

60%

Improvement in quality of

hire

Employee turnover

Employee engagement

Organizational performance/

revenue

Individual goal attainment

Assessment ROI not

measured


Performance Impact


3.2%

0.0% -‐ 1.0%

3.2% 4.1% 4.2%

1.8%

3.6% 4.4%

-‐ 5%

0%

5%

Not using assessments Using assessments pre

and/or post-‐hire Using assessments both pre-‐ and post-‐hire

Change in voluntary turnover Change in quality of hire Change in customer retenEon


DataNow

Email [email protected] for more informaLon


Member Center

Email [email protected] to start your free trial


Q&A


Wrapping Up

Thank you for your Eme! QuesEons about assessments or other research? Email us at [email protected] Visit brandonhall.com and click EventsàWebinars

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