The HR tech market is crowded and as Bersin’s 2020 report says – needs some untangling. Research shows that over 50% of companies are investing in more than ten talent acquisition solutions and our own study found that 57% of large businesses rely on multiple assessment solutions to meet their needs. Psychometric assessment is at a crossroads and in many cases, HR isn’t sure which direction to take.
On one hand, legacy technology and clunky assessments are holding HR back from getting ROI on its investment in tech. While on the other hand, the lure of new, simplified AI powered solutions triggers concerns from HR about the readiness and fairness of new assessment technology.
Sova’s research shows that only one in 20 HR professionals don’t see any risks in using AI in talent assessment. Concerns about the use of AI include candidate perception of lack of human interaction (42.6%) and the efficiencies generated from using AI (40%). Meanwhile, 60% of organisations are still using paper-based assessment centres, demonstrating the disconnect between the technology available and the tools being used.
As with all transformation projects it’s important to know where you are starting from before you set the end goal. Assessment is no different. Organisations are on a journey from measuring the characteristics of individuals using traditional assessments, to connecting hiring with career journeys, performance, internal mobility and long-term business outcomes.
We developed the Sova Assessment Maturity Model to help organisations understand the status quo and to share ideas for developing approaches assessment. The Assessment Maturity Model provides benchmarks and advice for those at each stage of development and classifies assessment in terms of:
Three levels of maturity span the model:
In our new white paper, The Power of One, we introduce the model alongside ideas for measuring the effectiveness of your assessment by quantifying the savings that could be made by taking a more unified approach.