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Online Assessment in Indonesia :
Past, Present, and The Future
Kevin Thompson holds a degree in Modern Asian Studies
and is recognized as one of the leaders in the field of mass
online recruitment and assessment in Indonesia. Kevin is a
founding Director of ASI Asia Pacific, having established
the company in 2001. Over the past 15 years, Kevin has
been involved in a range of consulting projects, some of
which have had a direct impact on how assessment is
conducted in Indonesia.
Online Assessment in Indonesia : Past, Present, and The Future
Kevin Thompson ASI Asia Pacific
ASI Asia Pacific
Online Assessment in Indonesia: Past, Present and The Future
INTRODUCTION
HI ! …… I’m Kev
BA Modern Asian Studies … 25 years of HR experience throughout Indonesia & SE Asia
Some of our achievements ….
No. of Companies / Institutions who we have converted to
online assessment
196
No. of Indonesians who we have assessed online
311.000 +
My greatest achievement
HOW TECHNOLOGY IS
IMPACTING HR
As we know, technology isn’t going away…
Data is everywhere. • 80% of CEOs see data
analytics as important to their business, but only 46% use it to provide insights into their workforce is deployed.
Mobile is everywhere. • There are over 7 billion
mobile devices in the world driving 40% of internet traffic, but fewer than 20% of companies deploy HR solutions via apps.
HR processes continue to be outsourced and automated. • 42% of organizations
plan to outsource in-house HR systems with cloud-based ones.
Technology continues to drive recruitment. • 78% of CEOs report
their company uses multiple channels (including online and social) to find talent.
• 89% of recruiters report having hired someone through LinkedIn.
• 30% of Google searches are employment related
…forcing HR leaders to provide more value with data and become more strategic
Organizations more active with HR data analytics are: According to Korn Ferry
2x 3x 3.5x as likely improve
their recruiting and leadership pipeline
as likely to realize cost or efficiency
gains
as likely to get the right people in the
right jobs
…forcing HR leaders to provide more value with data and become more strategic
Companies with talent management reporting and analytics achieve : According to Korn Ferry
11x 6x or more increase in
profits improvement in per-employee revenue
Technology is also driving increased knowledge about companies from the vantage point of perspective employee
There is more transparency into organizations’ culture. According to Glassdoor.com
72% of employees are “OK” with their job/company.
67% Average CEO
approval rating.
Technology is also driving increased knowledge about companies from the vantage point of perspective employee
Employer branding and employees referral programs matter when recruiting talent. According to LinkedIn
More than
75% of people who recently
changed jobs used LinkedIn to help inform
their decision.
Social professional networks (43%),
Internet job boards (42%) and employee
referral programs (32%) are the key sources of quality
hires.
26% consider employee referral programs a long-lasting trend.
59% of organizations are
investing more in their employer brand.
… Are Worth More
Q & A
Let’s take a moment – Some Questions for ourselves
How has technology changed the way you recruit employees over the last 5 years? How will it recruiting 5 years from now?
How do you see the role of HR evolving as companies collect and analyze more data
around employee performance
How is your company approaching employer branding in an ever increasing digital world?
How advanced are your own personal digital initiatives?
• A Pro Like Airbnb, Uber • A Semi-Pro Like Microsoft, Paypal • An Amateur Like (names withheld to protect the guilty) • Not a clue
The Indonesian Reality
HR is typically data rich, but information poor !
HR teams are typically too slow !
HR needs a sollution that will collate the data & transform it into useful information.
History of Online Testing in Indonesia
We keep asking ourselves…...
“Is Indonesia ready for Online Assessment ?”
If one consultancy can achieve this, what about when the whole industry changes its mindset ?
Companies / Institutions Who we have converted to
online assessment
196
No of Indonesians who we have assessed online
311.000 +
So an important question that we should keep asking ourselves is…
“How strong is the assessment
capability of my company ?”
Some Myths about Online Testing
“Online Applications is the same thing as Online Assessments”
“Online Applications is NOT the same thing as Online Assessments”
REALITY : An Online Assessment Platform is far more complex than the simplicity of receiving Online Applications.
“Good psychometric tests are made by psychologists”
“Good psychometric tests are made by psychologists”
REALITY : Good psychometric tests are made by psychometricians !
“Putting a test online is difficult & that is why few vendors offer it”
“Putting a test online is difficult & that is why few vendors offer it”
REALITY : Putting a test online is NOT difficult but it requires professional vendors who have a comprehensive understanding of Recruitment, Assessment & Technology and are willing to invest !
“Online testing is more expensive than Paper Pencil testing”
“Online testing is more expensive than Paper Pencil testing”
REALITY : Online testing is definitely CHEAPER than Paper Pencil testing !
If a vendor is offering you Paper Pencil testing cheaper than online…...start asking questions !
“Online testing is not as reliable as Paper Pencil tests because of Jockeys”
“Online testing is not as reliable as Paper Pencil tests because of Jockeys”
REALITY : Online testing is more reliable than Paper Pencil testing because; Few vendors & HR teams currently follow international standards for Paper Pencil test administration (1:25)
Research conducted with Bank Indonesia had great results !
Through online testing, you are able to have a ‘cheat proof’ assessment process
40,000
4,000
- 1 %
What does Cheat Proof look like ?
Cheat Proof #1 – Multiple Tests
Cheat Proof #2 – Validation
The future !
Online Assessment Centres
Virtual Reality
Gamification
Artificial Intelligence
“ We do not need to be concerned about whether or not Technology will continually improve, we need to be more concerned about whether or not as HR Professionals, we are ready & capable to use this technology “
“ We do not want to resist the future, we want to be part of it ! ”
QUESTION ?
QUESTIONS ?