{"id":65110,"date":"2022-08-29T02:00:00","date_gmt":"2022-08-29T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=65110"},"modified":"2025-09-18T22:44:47","modified_gmt":"2025-09-18T22:44:47","slug":"hiring-trends-the-future-of-assessments","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-gb\/blog\/hiring-trends-the-future-of-assessments\/","title":{"rendered":"Hiring trends: the future of assessments"},"content":{"rendered":"\n

\nThe assessment industry is evolving quicker than ever before. Based on insight Talogy has gathered from CHROs across the globe, the use of hiring and talent assessments is expected to return to pre-pandemic levels<\/a> within the next 12 months. There is a flood of new approaches, technology, and content hitting the market. Some of these developments are useful, while others amount to trends that do not really have lasting value for organisations. The proliferation of talent solutions has been driven by two factors:\n\n<\/p>\n\n\n\n

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  1. With rapid technological advancement in the assessment and talent recruitment space, we\u2019re seeing non-science-based technology companies entering the market with solutions that leverage new tech. But this comes with the risk of a lack of understanding of concepts like validity, fairness, utility, and legal compliance.<\/li>\n\n\n\n
  2. Pervasive challenges across markets with low unemployment rates, dynamic and unpredictable fluctuations of talent, the great resignation\/reshuffling, etc., have forced organisations to look for innovative solutions to help navigate a challenging talent landscape<\/a>.<\/li>\n<\/ol>\n\n\n\n

    While these pressures will continue in the foreseeable future, at the heart of the matter is selecting the right assessment provider. They must understand the business challenges and have technology that is backed by science to build solutions for the future of talent acquisition and development. <\/p>\n\n\n\n

    Talogy\u2019s experts see the industry evolving in a few different areas. Our research and development team pays close attention to emerging capabilities and business and hiring trends in order to future-proof current solutions and build the newest innovations. <\/p>\n\n\n\n

    To make sure we are prepared to address hiring trends for the evolving talent landscape, here\u2019s where our R&D team is focusing our work: <\/p>\n\n\n\n

    Data collection and scoring methods<\/h2>\n\n\n\n

    A common observation we\u2019ve seen with our clients is that organisations are looking for shorter assessment experiences in an effort to provide a more engaging candidate experience. But shortening conventional assessments strictly for the sake of time considerations may mean sacrificing useful candidate data \u2013 which is when the science component becomes all the more crucial. <\/p>\n\n\n\n

    Related: Why you shouldn\u2019t remove your hiring assessment<\/a><\/strong> <\/p>\n\n\n\n

    To address this, Talogy is creating innovative approaches for capturing job-related trace data (data that tracks how candidates interact with the assessment technology, not just how they respond to items) and leveraging advanced statistical procedures such as machine learning to create theory-based and predictive scoring for these new methods. Our approach to capturing trace data on how a candidate interacts with our assessments allows us to collect hundreds of data points while keeping the assessments short. <\/p>\n\n\n\n

    Additionally, by leveraging advanced data science techniques, we can provide construct relevant scoring for these solutions that is more predictive with less bias and increased fairness to all groups.<\/p>\n\n\n\n

    Did you know?<\/strong>
    A great example of this approach is our new     Mindgage cognitive ability suite<\/a>. In this assessment, we have created very short measures that are interactive, construct-valid, and cut the subgroup differences observed by typical ability measures in half.<\/p>\n\n\n\n

    Assessment configuration<\/h2>\n\n\n\n

    Today\u2019s assessment buyers need to make a sacrifice: use off-the-shelf assessments which have a history of supporting psychometric data (but also could be used by a competitor in the local labor market) or build a custom solution that is unique to the organisation but requires a lengthy implementation time and a high price tag. We believe that our unique approach to modular assessment configuration will change the way the industry thinks about assessments<\/a> while cutting down on implementation time and overall cost to create a unique assessment for our clients. <\/p>\n\n\n\n

    Our blend of science and technology allows us to build solutions based specifically on the needs of our clients<\/a>. These assessment solutions use \u2018building blocks\u2019 that draw from our portfolio of validated assessment content and include custom scoring and configurable reporting. <\/p>\n\n\n\n

    As such, our clients will be able to have the benefits of off-the-shelf solutions (an assessment powered by decades of candidate data) and custom solutions (an assessment built specifically for the unique client organisation), while having the advantage of very short implementation times. I\u2019m so excited to work with an R&D team that continues to push the boundaries of what is possible in the assessment science! Talogy\u2019s thought leading R&D scientists really are building the most innovative assessment solutions on the market, which makes my job really fun.<\/p>\n\n\n\n

    Candidate and administrator experience<\/h2>\n\n\n\n

    Talogy\u2019s product and technology teams pay great attention to experience \u2013 not only the \u2018in-assessment candidate experience,\u2019 but also the process experience and the reporting experience. We have innovative programs and a roadmap related to enhanced user experience. We are actively redefining the standard for assessment development as it relates to candidate engagement<\/a>. Here are a few examples of what we\u2019re prioritising for an improved candidate and administrator experience:<\/p>\n\n\n\n