Conclusion

Authenticity is the most accurate indicator of success in the workplace and it is best reflected when employees use their strengths to get the job done. If you recruit people based on their strengths, rather than past experiences, they will perform better, whilst enjoying what they do.


Strengths-based assessments will provide candidates with an engaging and stimulating experience and a clear understanding of the role they’re about to take on. As assessors, you will also benefit from rich data sources to help build success reports and talent pools for the future.


An immersive assessment experience, done in video or virtual reality format, will indicate how well candidates can cope with the everyday aspects of the job by exposing them to realistic scenarios. It will also deliver unbiased results and help drive up diversity hires.


When assessing for early careers, the candidate’s engagement with the job and company culture will be more important than their capability for it. Engagement is a sign of potential that can be developed. By hiring people with high engagement and potential, you will benefit from lower attrition rates and better team productivity.


Be clear about the objective you want to get out of the assessment. Use your top performers to build a success analysis and use that as a benchmark to ensure consistency of process. When you measure what matters, you can make changes to your process over time to enhance assessment capability.