SHL 2018 Global Assessment Trends Report

 

The results of the 2018 Global Assessment Trends Survey show three key areas to take into consideration for those who are looking into improve how talent is managed and assessed.

 

 

  1. The changing nature of work requires planning and reprioritization of talent programs

Planning for the future of work starts now. The future of work is a captivating topic. HR needs more and more a greater clarity on the current workforce’s potential to help organizations achieve their objectives.

On one hand, HR is working directly with business leaders to get a better understanding on how to close the gaps on the skills and competencies through talent acquisition and development strategies. On the other hand HR recognizes that they will also need to rely on talent data more heavily in the future, taking into consideration the impact of digitalization on current and future roles.

 

  1. The criticality of top level talent for driving company performance is too important to leave the success of talent development programs to chance

While organizations clearly understand that top level talent is essential to organizational survival and sustained competitive advantage, it is yet unclear exactly how the usefulness of talent development programs can best be evaluated.

 

  1. New hiring tools: know your target

Candidates have specific preferences and expectations when it comes to the ways in which they demonstrate their potential fit for a job. It is up to HR to know their target and match the candidates with the tools in talent acquisition and development programs.

Still interviews continue to be a mainstay of the hiring process. More and more important becomes the candidate experience which has a direct impact on the employer brand. Those with a positive candidate experience tend to go on to be company promoters regardless hiring or not.

 

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