Advancing DE&I in executive population with psychometric assessments

External issues facing companies today: Demographic, social and reputation challenges are reducing the availability of candidates for most businesses The post pandemic economic bounce on candidate availability Requirement to level the playing fields – ensuring transparency and objectivity between internal promotions and external hires Increasing scrutiny over factors including background, age, ethnicity, neurodiversity, social issues. Building your employer brand Internal issues facing CHRO’s today: Portfolio talent model How to de-risk key recruitment and promotion decisions by providing objective, valid data to decision makers. How to ensure sufficient challenge of job analysis and the person specification Alignment vs groupthink Addressing the impact of limited skills and biases (conscious and unconscious) of assessors Ensuring positive candidate experiences – and avoiding the reputational issues from negative experiences. Levelling up: Use tests which are proven to have no differences across ethnic groups. Brief and prepare candidates for each stage of the process Monitor the progress of different candidate profiles throughout the assessment process Provide opportunities for candidates to disclose any specific concerns they may have. Make accommodations for the wide variety of disability and neurodiversity needs as appropriate during the assessment process Psychometric solutions can provide unique insight through multiple layers: Type vs trait based assessments Primary assessments can cover personality, aptitude. – eg, Hogan, Swift Secondary assessment of potential in addition to performance – eg Waves, Hogan Tertiary assessment of fit with both team and strategy.- eg Hofstede, Waves Predictive analytics enable scientific forecasting and reduce risk of costly errors while raising DE&I across the executive population. Assessing and leveraging digital readiness eg SHL Fujitsu case study