In my last post The current state of assessment and a better way forward, I introduced our Whole Person Model. This this post I want to discuss how the model can be used to deliver a highly bespoke assessment process

If an organisation needs to hire a large number of candidates for a specific role or type of role, the whole person model can produce stronger, more diverse candidates and can result in longer tenured employees. The process of building out the tailored assessments is time- and cost-effective for high-volume hiring.

The whole person model can also be valuable when searching for the right candidate for a leadership role. For organisations in times of transition, it can be difficult to identify candidates with the ability to lead through change.

This infographic is one example of the whole person model in practice for high-volume hiring. It includes three stages and each stage measures different aspects of a candidate’s background or gears of the whole person model:

  • A realistic job and culture preview
  • The “One Experience” online assessment
  • The final stage of online assessments, which we call the Assessment Center

During the realistic job and culture preview, a candidate gets a practical look at what it would be like to work for your organisation and in this particular role. This section will include media like a video job description shaped by your EVP and employer brand and customised to a job’s responsibilities.

Showcasing the job and the employer brand of the organisation is critical during the realistic job and culture preview because it assesses the passion and purpose of the candidate. If the candidate identifies with and is enthusiastic about your organisation, they will continue through the process. If a candidate does not feel as though their passion and purpose align, they will not continue in the process.

The One Experience assessment is an online holistic tool that assesses each part of the whole person model. Candidates answer questions in a variety of formats that allow them to demonstrate their different strengths Each of the six factors is weighted differently based on their ability to predict candidate success and the requirements and expectations in a role. In the example of this infographic, you can see that mindset, capability and behaviour are larger and weighted more heavily.

However, the weighting could vary depending on the position. In the One Experience tool, the scores for each type of assessment will be combined and weighted, and candidates who meet a certain threshold will be moved along to the next step. Because there are a variety of ways to earn a passing score on these assessments, there will be a more cognitively diverse group of candidates that make it through this part of the process.

At this stage in the process, the assessments include automated feedback reports so that candidates have a better understanding why they do or do not move forward in the process. This improves the candidate experience, as candidates who do not get the position are not left in the dark. It gives them an opportunity to see why they may not have been the best fit.

The final step is the final set of online assessments, which we call the assessment centre, to further narrow down the candidate pool. In this example, it measures mindset, passion, capability and behaviour. However, it can be adapted to focus on the categories that show the strongest predictive ability for a specific position. This stage also includes automated feedback reports.

Using this model, we see fewer candidates making it past the realistic job and culture preview to complete the One Experience tool, but 50 percent of those who do complete that step go on to pass and move to the assessment centre. Those who make it to the assessment centre have a pass rate of 75 percent, which is higher than the traditional process. In the old process, clients viewed a pass rate of 50 percent at this stage as high.

In the current economic climate, employers who hire and retain candidates with a growth mindset and who align with the passion and purpose of the organisation will be at an advantage. By assessing for these factors and looking at the whole person, employers can better identify those candidates and set themselves up for success.

When employers face the challenge of hiring a large volume of employees, the model can be customised to efficiently identify the best candidates with a passion for the work and the organisation. When an organisation is looking to make a leadership hire but struggling to find candidates with relevant experience, the model can be customised to identify those who can learn, lead and grow with the organisation.