Using Behavioral and Cognitive Assessments to Prepare for the Unexpected.
Sometimes it feels like running a business means constantly scrambling to keep up with new innovations, shifts in thought and sentiment, or the totally unexpected. Just when it seems like everything’s operating smoothly, along comes… say… a slow economy, a new social media platform, groundbreaking technology like AI, quiet quitting, or even a pandemic!
Not every new massive change is bad (AI can be hugely beneficial if used correctly, and new ways to reach your target audience are always welcome). Still, every groundbreaking change does require a shift in attitude and action – or the fear of being left behind! Even the most organized organization can’t prepare for everything. But there are steps you can take to make your company more agile and better positioned to deal with whatever this crazy world throws at you next.
Like many aspects of running a successful business, the key to being future proof – or better yet, future prepped – is your employees. If you know who you have on your team, what their strengths and challenge areas are, and where there is opportunity for growth, you’re well on your way to being prepared for the unexpected.
Identify skills gaps
What are they, and how do you know if you have them?
A skills gap is a mismatch between the skills (or qualities) your employees have and the skills (or qualities) required for current and future job roles.
If it’s a current need, it will be pretty obvious if you have a skills gap. Either you have an open position, or you have an area where you are struggling to meet goals or deal with a demand. You likely already have a strategy in motion to address that gap.
Identifying future gaps is a little trickier and requires some detective work. Here are some steps you can take to figure out where you should be versus where you are:
- Listen to industry news, attend conferences, and network with other professionals. They might drop hints about emerging trends or skills shortages.
- Analyze Job Postings. Check out job descriptions for your field. Are there specific skills popping up more frequently? That could be a sign of a growing demand.
- Chat with HR professionals or other industry leaders. They’ve got their finger on the pulse and can give you insider insights.
- Look back to figure out how to move forward. Ask yourself what you wish you had done differently or already had in place before the last big event/change occurred? Experience is our greatest teacher.
By staying informed and proactive, you can anticipate future skills gaps and start laying the groundwork for addressing them by hiring for what you need the first time and developing your existing employees to prepare them for future opportunities.
That’s where the next part comes in…
Using Behavioral and Cognitive Assessments
Behavioral and cognitive assessments are valuable tools for evaluating a candidate or an employee’s suitability for a role beyond their education and experience. These assessments can provide insights into a candidate’s:
- Personality traits: This can reveal a candidate’s work style, motivation, and cultural fit within your organization.
- Behavioral tendencies: This can help predict how a candidate might handle specific situations or challenges in the workplace.
- Cognitive abilities: This includes problem-solving skills, critical thinking, and learning agility.
Leveraging the Tools
Once you’ve identified the specific skills you’re looking for, you can target your hiring and development strategies accordingly. For example, if you’re hiring for a technical role that requires strong problem-solving and analytical skills, you can use a cognitive assessment, like Omnia’s Cognitive assessment, to make sure the people you have in mind match your requirements.
If you’ve determined a need for someone with strong leadership abilities to oversee a new area or spearhead a new project, a behavioral assessment can help you pinpoint the right person. The Omnia Assessment for pre-employment and the Omnia Assessment for employee development and retention are perfect tools for finding and preparing personnel for the next stage or the next big change.
Behavioral assessments are ideal for identifying candidates and employees who have the traits needed to:
- Lead new areas
- Innovate applications or solutions
- Research opportunities
- Create interest and excitement about innovations
- Review and crosscheck data
- Organize efforts
- Ensure quality is maintained
It’s unlikely you’ll find all those traits in one person. And that’s great! Future prepping your company offers opportunities for every type of personality to contribute. In turn, it provides chances for growth and empowerment to everyone on your team.
Creating a culture that is open to change and as prepared as possible for the unexpected naturally generates internal excitement and contributes to employee engagement. Hiring and developing people who are curious and ready to grow means you’ll take the lead when the next big challenge comes, instead of scrambling to keep up.
If you’re ready to future-proof your talent strategy, reach out to Omnia today to find out how you can incorporate behavioral and cognitive assessments into your hiring process. By investing in these tools, you’ll be able to attract and retain top talent, build a stronger organization, and position yourself for long-term success.
