Posts Tagged ‘Human resources’

SHL Poised to Feed The Hunger for Analytics?

Tuesday, February 7th, 2012

Some interesting news recently about SHL whose parent private equity firm is working with Morgan Stanley to determine the next chapter in their rapidly changing history.

It was just over 10 years ago that I was working for the first online assessment company, a scrappy Aussie run start-up named ePredix.  Since then a dizzying series of mergers and acquisitions have seen the once tiny firm folded into the larger global entity of SHL and positioned to possibly lead the assessment world into the next era.  I believe this era will be the golden age for pre-employment assessment.  Why is this? because the dawn of big data is upon us and it is going to change everything.

For years we I/O Psychologists have tried to convince organizations that predictive science can make hiring a profit center but when asked to prove it, we are seldom given the opportunity to collect the data that we need and often falling back on the “trust me, I’m a Dr.” strategy to gain buy in.   The data required to fuel Business Analytics engines has matured to a nice state of ripeness and it is about to give pre-employment assessment a brand new set of very sharp teeth.

I would not be surprised if SHL finds a new home with a major firm who is looking at the big picture regarding data and predictive science for the business world.   It is possible that the next step for SHL could provide them with even more intellectual and monetary capital than deep-pockets rival firms such as Pan/Talx (an assessment company owned by Equifax who is investing heavily in adding HR analytics capabilities to reach across the enterprise).

The progress towards a world where predictive data is used to increase the accuracy of decision making across all areas of business is inevitable.  It remains to be seen if SHL will take a big step forward to become a vital cog in moving pre-employment assessment into the big time.

I personally can’t wait to see what happens.  While there are many possible options, many of them potentially less exciting than my pie in the sky rant, don’t be surprised if something monumental is born in the near future.





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Talent Management: 5 Reasons Why Choosing an Assessment Vendor Can Be Hard

Tuesday, January 17th, 2012

Wordle: Assessment Vendors 2012Now that we are halfway through the first month of a new year, we can turn away from celebrating the holidays, reading predictions and making resolutions – and get down to work. For many organizations the first quarter starts with a bang as a fresh fiscal year infuses departments with budgets to buy new and shiny tools or services to implement new processes.

Be honest – you know this is true.

For HR Talent Managers the new year brings a chance to find a solution to the ever-challenging needs of the organization to put the right people in the right roles at the right time, in order to achieve business outcomes. And the only sure fire way to find the right people for a job is through talent measurement, aka assessment.

No need to go into details about the benefits of well-designed assessment processes, because you likely wouldn’t be here reading this if you didn’t agree. So, cutting to the chase – it’s not all that easy to find your perfect match in the world of assessment providers.

Choosing an assessment vendor can be hard because:

  1. Assessment is a complex topic and understanding it can be confusing.
  2. There are literally hundreds of assessment vendors and it is hard to tell which ones are good and how they differ from one another.
  3. It’s not just about choosing tests – you need to build a process first.
  4. Despite what your vendor may say – not every assessment strategy is effective in every situation.
  5. Assessments do not live alone in a neat box, but instead need to play well with your organization’s other talent technology. Uncovering whether or not a vendor is capable of integrating with your systems can be time and cost consuming.

If  you find yourself lost in this confusing labyrinth of a ‘vendor selection process’ with no map, instructions or magical abilities, you should consider using our own Buyer’s Guide to Screening and Assessment Systems v3.0

As you can see by the 3.0 appended, this is the latest addition of a popular tool we first published 10 yrs ago. This newest edition provides even more expert, objective details about talent measurement vendors. We cut through the smoke and mirrors to help you make informed decisions, ultimately saving you time and money.

Check it out now, then you can get on to achieving other pressing business goals.


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“Everything in the future online is going to look like a multiplayer game”- Eric Schmidt (CEO, Google).

Wednesday, July 20th, 2011

So, besides causing serious concerns about personal privacy, when has Google ever been wrong?  I am sure they have had a few projects that have not worked out but few can argue that they have been a major driver in the evolution of the web.  I was almost moved to tears by Eric Schmidt’s words because they are in-line with my thoughts about the future of assessment.  As new technology has become available it has been applied to solving problems and creating opportunities in all walks of life, from banking to shopping, to dating to hiring.  Why should we expect this trend to stop now and why should we expect that hiring and pre-employment assessment will be exempt from this truisim?

While the world of assessment still has one foot firmly in the horn rimmed paper and pencil world from which we came, we are slowly marching towards a new era where complex relationships in data will fuel amazing levels of insight and the ability to support decision making.  A big part of this march forward will involve the simulation of reality in a manner that is highly interactive, educational, and relevant.  What the specifics of this will look like are unclear as we have still to wait for the technology that will allow it to happen.  It’s pretty exciting stuff and it’s going to happen faster then you think.  Just turn the clock back 20 years and think about what luddites we were faxing things back and forth and storing our info on those big floppy discs that have 1000 times less capacity then my USB ink pen.

Please do note that I do not advocate removing humans from the decision making process.  I still see the role of game like simulations in the hiring process as collecting data and providing insight based on it.  As long as it comes to decisions about people and their lives, we humans need to remain involved.

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