More organizations are recognizing the importance of the unique skills, needs and desires of individual employees. This is showing up in the design and use of talent assessments to assist with hiring candidates and monitoring the performance and capabilities of current employees.
Designing talent assessments that recognize and celebrate individual differences is also fundamental to goals around diversity, equity, inclusion and creating of a sense of belonging (DEI&B).
A critical way to deliver on DEI&B goals is to design assessments for pre- and post-hire talent that are integrated with a firm’s strategy in this area. This includes making accommodations for individuals that request or need adjustments to the assessments and verifying that the demographics of applicants at the pre-hire stage show enough diversity based on ethnicity, gender, age and experience.
An equitable assessment process reflects that some individuals need a level of support or adaptation that others do not. Time extensions on assessments is one such adaptation.
The number of organizations allowing time extensions has increased 22 percent since 2019, based on our research of 48 million assessments from the last four years.
The type of tests available helps promote inclusivity too. For example, tests that can be completed on mobile devices may be easier for certain individuals that don’t have access to a personal computer.
Participant-focused assessments should:
- Recognize individual differences and allow for adaptation depending on individual needs
- Use the technology available to create an outstanding participant experience
- Reinforce a positive attitude towards the employer
- Lead to high satisfaction ratings from participants about the hiring process
- Be engaging and relevant