4 Strategies for Assessing Upcoming Skills Through Talent Assessment

In a dynamic business environment, talent assessment plays a crucial role in helping organizations identify both present and future skills deficiencies within their workforce.

Planning for future skills is a key focus for talented professionals and leaders in every organization. Our clients are increasingly raising fundamental queries such as: What are the skills I currently need and will need in the future? What potentials and skills are present in my existing workforce? How can I bridge the skills gap between today and tomorrow? While future skills planning encompasses various aspects, one often underutilized asset among businesses is the use of talent assessment to reveal the skills and capabilities within their current workforce.

By leveraging the right assessments, an organization can enhance its talent strategy by recruiting and nurturing individuals who are capable of embracing change, adapting to future challenges, and excelling in uncertain environments. Rather than solely focusing on hiring external candidates possessing desired skills, current employees often represent a valuable and untapped source of potential.

?1. Adopting a proven and established model for Digital Readiness

Digital readiness encompasses agility, learnability, and curiosity, which are crucial factors indicating one's ability to acquire future skills. It empowers individuals to effectively navigate the digital landscape of work and feel at ease with technology. Key components of digital readiness include:

• Willingness and Ability to Learn: Having the readiness to learn and actively seeking new development opportunities are fundamental aspects of digital readiness. This includes a proactive approach to acquiring new skills and knowledge relevant to digital advancements.
• Adaptability to Change: Being flexible and adaptable in response to the constantly evolving work environment is another aspect of digital readiness. This involves embracing changes, whether they are technological advancements, process improvements, or shifts in job roles and responsibilities.
• Openness to Innovation: Digital readiness also involves an openness to innovation and a willingness to experiment with new ideas and technologies. This curiosity-driven mindset encourages individuals to explore and try new things, contributing to continuous learning and growth.

Overall, digital readiness plays a vital role in equipping individuals with the skills and mindset necessary to thrive in a digital-centric workplace.

2. Assess the Digital Readiness of your current workforce

According to data collected from our AON Assessment solution, we've observed that digital readiness is equally distributed among genders but is more prominent among individuals aged 50 and above, as well as among senior managers.

Identifying which roles in your organization are most susceptible to automation is crucial. Beginning with this group is advantageous as they will require reskilling or upskilling. It is beneficial to assess the potential for change and determine the capabilities that individuals can contribute.

Our solution, AON Digital Readiness is a valuable tool for assessing the digital competencies of individuals, teams, or the entire employee population. It allows for the identification of high-scoring individuals who can be transitioned into influential roles. Conducting an audit of teams or larger workforce groups using this model helps gauge the current workforce's alignment with future skills, pinpoint skills gaps, and strategize on filling these gaps effectively.

3. Assess talent to gauge an inclusive mindset

Assessing talent for an inclusive mindset involves fostering relationships, respecting diverse perspectives, and prioritizing employee well-being. Our research indicates that older workers demonstrate a stronger inclination toward inclusivity, with individuals aged 40 and above scoring higher than their younger counterparts. Employers should analyze internal data to identify trends related to demographics or job roles, which can inform strategies for enhancing inclusivity across the workforce.

Organizations can advance their Diversity, Equity, Inclusion, and Belonging (DEIB) objectives by identifying employees with robust inclusive mindsets and involving them in special initiatives or leadership roles. Additionally, assessing new hires can reveal their potential impact on driving inclusion and diversity strategies, thereby contributing to a more inclusive workplace culture.

4. Assess for enduring soft skills

Employees bring not only their skills and experiences but also their unique personality traits, preferences, tendencies, and styles to the workplace. Our research indicates that four out of the top five most crucial skills are soft skills, and this trend has remained consistent for the past four years. Soft skills encompass effective communication, building emotional connections, achieving results, and demonstrating initiative. Our solution, AON ADEPT-15?, can uncover the unique facets of an individual's personality, helping identify these crucial skills.

For further insights into how organizations can utilize assessments and the trends discovered, feel free to reach out at?https://consultwithoptimus.id/contact-us