The Challenge in Modern Talent Assessment
A recent BPI benchmark gathering of talent development leaders explored the current landscape of employee assessments, asking: What tools are we using? What is effective? And what is falling short? The conversation revealed a shared challenge: moving beyond the surface level of traditional employee evaluation.
A New Framework: Experience vs. Experiences
A key insight from the discussion was the critical distinction between "experience" and "experiences." Understanding this difference is fundamental to evolving how organizations measure and develop talent.
What is "Experience"?
Traditionally, assessments and hiring practices focus on experience as documented in a resume or CV. This is a catalog of past roles, employers, and duties performed. It provides a linear, historical record of a person's work history.
What are "Experiences"?
In contrast, "experiences" require narrative. They are stories of behavior that detail how a person acts, communicates, and interacts in specific settings. This mode of understanding captures the nuances of performance and potential that a simple list of job duties cannot. The participants in the benchmark discussion converged on this idea of using story-building behavioral metrics to gain a more holistic view of an individual.
The State of Assessment Tools
The discussion also highlighted the condition of the assessment market. Leaders are not using a uniform set of tools.
- Benefit of Diversity: This variety is positive, as it shows that organizations are interested in customizing services to fit their unique contexts and needs.
- Lack of a Gold Standard: However, it also presents a challenge, as the industry still lacks a definitive "gold standard" for assessments. While certain brands were mentioned more frequently, no single tool has emerged as the universal best practice.
Ultimately, the trend is moving toward a greater appreciation for narrative and behavioral metrics to form a more complete picture of an employee's capabilities.