R.I.P. Assessments
Are you using zombie assessments?
Leaders at Google Cloud, ADP and Oracle are abandoning old assessments because…
- They are based on 40 year old data and offer “cookie cutter” models based on outdated principles, which means they don’t actually lead to success in YOUR company or today’s environment and may be adding bias
- They don’t help leaders understand success for the role in your company based on objective metrics
- They drive intensive consulting and training costs – but not results.
- The insights they bring on the person leave with the employee or the manager – there is no institutional knowledge left behind
- They do not show “to what degree” you need a particular trait to be successful in a given role (eg. it’s not just about being outgoing; if you talk so much that you can’t listen to the customer in an AE role, you will not succeed in it)
- They don’t move the needle on diversity because they perpetuate biases
- They rely on judgement or require training and interpretation for each manager
- They don’t automatically evolve and scale
Assessment + Performance Data = Success
Everyone wants the best hires. But do you know what that means for your company?
- Companies still only have job descriptions, resumes, and word-based ways of trying to understand their employees at work. This makes the old adage true: “People get hired for skill and fired for behavior”. Why can’t you understand behavior?
- Managers struggle to define what “success looks like”. This gets compounded by having many managers across an organization, and quality control becomes both critical and difficult.
- Employees themselves may not understand their own behavioral profile, what their strengths are, and what are areas of development.
- This is why getting the right person in the right role is hard
This is why a Fit-To-Role platform is a critical business advantage. It gives the organization a 360 view of the person and data to back up what success really entails in a role.
People Insights is Your Competitive Advantage
Partner with the business to shed light on why someone is successful in a given role.
Leaders spend countless hours managing performance; trying to understand what’s driving performance, what different employees need in changing environments, what training works, and performance reporting tasks. Help them understand “Why is someone successful?” and take action based on these key insights for your company.
People intelligence helps understand what’s working, specifically coaching to performance, and hiring to performance.
The costs of doing it manually just pile up
- Time spent on job description, posting
- Cost of advertising for position
- Time spent interviewing, screening, rounds of interviews
- Time spent training, coaching
- Cost of bad customer experience and brand damage
- Time and cost of performance management
- Loss of revenue while the position is not filled
Consistently Build A World Class Organization
Finding the best fit for your role, in your organization, starts with understanding success. It’s now easy to:
- Build a Success Profile for a role in your organization
- Get visibility into which of the internal or external candidates would be the right fit given the role’s Success Profile
- Make matches, at scale, without bias and without big variations in the process, resulting in a higher performing organization
How does Fit-to-Role Work?
Understand current team based on objective metrics
Create a Success Profile tested for adverse impact
Hire, enable, pivot and monitor
Tested for Adverse Impact
At Aptology, we are passionate about unifying excellence and diversity. Each model is tested for adverse impact and validated – chat with one of our specialists to learn how
