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Multinational employers have long recognised the benefits of standardising core process across their countries of operations, with IT, finance and marketing being the first to cross national borders.
Now, it’s HR’s turn, as organisations which previously retained autonomous, country-level HR teams are
now starting to develop more consistent HR processes, to exploit cost advantages, and pursue talent as a global, rather than local resource.
In a new whitepaper, Talent Q has identified seven recommendations for HR managers to create a globally-aligned assessment process:
1. Review your existing assessment arrangements
What assessments and applicant tracking systems (ATS) does your organisation currently use across countries? Is there scope to extend your use of assessment or to replicate successful practices across
2. Get the buy-in to proceed from key stakeholders
You’ll need to convince senior executives, local country managers and HR teams of the business benefits, which involves know where the ‘power’ lies.
Create a business case that highlights the economies of scales and the advantages of reducing the duplication of effort involved.
3. Appoint the right partners
Choose a global applicant tracking system and assessment provider who not only guide you through all aspects of the process, but also help you to manage the expectations of stakeholders.
4. Conduct a job analysis of your target roles
When people are performing well in the job, what are they actually doing and how are they behaving? What qualities will they need to continue to perform well in the future?
Even if you already have a set of global competencies, you’ll need to know exactly what you want from your new recruits, in order to run a targeted attraction campaign.
5. Select appropriate assessments
Assessments should simply help you screen applicants for which of them are likely to perform well in the role. Assessment options include ability tests (verbal and numerical reasoning), personality questionnaires and situational judgement tests.
6. Train local hiring managers
Best practice is to provide them with training around equal opportunities and diversity. However, training may also be given to ensure consistency and to stop them from asking irrelevant or unsuitable questions in their interviews.
7. Evaluate and review the effectiveness of your assessment process
Capture data on the performance of new recruits in different countries using sales volumes, customer
ratings, performance appraisal ratings, line manager feedback and other appropriate metrics.
Are they performing as you expected? Does their performance correlate with their assessment data? Also, analyse your retention rates. If people are leaving, find out why.
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