Assessment Forum

This is a space to discuss changing assessment for good, best practise and get involved in conversations.
Go to the profile of Kylie McIntyre

TALiNT International magazine now live!

In the latest edition of TALiNT International, they share a write up of the Summit we attended in April. @Sian Jones and @Charlotte Goodman flew over to Dublin to host roundtables focused on the strategic importance and evolving role of Talent Acquisition in Ireland. Read the full article on pages 6 and 7 >    We are also absolutely delighted to be mentioned between pages 30 and 39, as the finalists are announced for the TIARA Talent Tech Star Awards. Sova are shortlisted for the Workforce Solution of the Year, The Marriot Harrison Candidate Experience Solution of the Year and the Talent Tech Innovation Award, for our work with the team at Vodafone. 
Go to the profile of Sova Community Team

Up to 50% increase in salaries for those looking for a new job!

In a recent BBC article they report that:  "A professional recruitment firm says it is placing graduate lawyers at top firms on starting salaries as high as £150,000 amid a shortage of workers. Alan Bannatyne, chief financial officer at Robert Walters, told the BBC people in many UK industries were quitting for better paid jobs amid soaring demand. "15% is the minimum pay rise we're seeing, but some are increasing their salaries by up to 50%," he said. "Unless something significant happens, 2022 should be even better for staff."" I'd love to hear what your organisation is experiencing at the moment? How are you retaining staff and meeting growing salary demands? 
Go to the profile of Claire Rahmatallah

5 biggest student recruitment trends of2021

The ISE release their annual student recruitment report this week and have shared the five trends that have been shaped by a turbulent few years. Interesting findings include: - organisations are receiving on average 91 applications per vacancy, the highest number since ISE began collecting data in 1999 - student recruitment is seeing a bounce back across all types of hires - virtual recruitment looks set to stay in some form - Most (65%) of employers have formal targets around diversity, and have been actively developing their recruitment processes to make them more inclusive. But almost all (99%) felt that they had more to do on diversity over the next five years. 5 biggest student recruitment trends of 2021 | ISE Knowledge hub Do check out our free online ED&I Equitable Assessment Course in the Assessment Academy for practical advice and guidance on how to optimise your assessment process for diversity and inclusion. 
Go to the profile of Kylie McIntyre

What are you doing for your graduates?

We recently posted this article: about the top five things you can do when hiring graduates. We'd love to know what your organisation is doing to recruit the class of 2021?
Go to the profile of Claire Rahmatallah

What's the evidence for...?

Do you ever wonder what the scientific evidence says about a particular talent management practice? Do you find it difficult to access and understand scientific information? The most effective managerial decisions require both critical thinking and the use of the best available evidence and all too often it's the latter that's most difficult to source. If you haven't heard of Science For Work before then I really recommend their website, which is full of digestible, trustworthy summaries to help organisations understand what works and what doesn't work in the field of people management. They produce short blog posts that draw on peer reviewed studies on topics such as recruitment and selection, leadership, talent management, performance management and teamwork. It's a rich source of information and I hope you find it useful. 
Go to the profile of Claire Rahmatallah

Podcast recommendation: In Machines We Trust

If you're interested to learn more about how artificial intelligence is being used in hiring then I strongly recommend this podcast -  In Machines We Trust. The last four episodes comprise a series looking at the use of this technology from screening resumes, job matching platforms, video interviews, assessment (in particular game-based) and explores the challenges, lack of legislation and potential opportunities. I'd love to hear your thoughts on the topic!
Go to the profile of Claire Rahmatallah

Why ineffective diversity training won't go away

This article on BBC Worklife highilghts the persistence of 'all staff diversity training' and why it's seen as the go-to strategy for dealing with a lack of diversity at work: This is a topic we'll be looking at in more depth later this month when we release a new free course on Community called 'Equitable Assessment - why equality isn't enough'. In this course we explore how a more systematic approach is required to tackling this complex challenge and how to ensure your assessment process can be optimised to level the playing field.
Go to the profile of Emma Foote

Attracting the best talent

According to research shared in People Management the number of vacancies in the UK are now approaching pre-pandemic levels as experts urge employers to focus on creating ‘better jobs’ to attract talent. What's everyone's thoughts on this? Should we be recreating and rethinking more traditional job roles to attract talent? 
Go to the profile of Claire Rahmatallah

Objective or biased: review of AI and its limitations when predicting the Big 5 traits using video technology

I came across this really interesting online presentation, sharing the results of a piece of research looking at the dangers of using AI in video interviews to predict personalit,y by analysing facial gestures and sentiment. They also looked at the impact of what’s behind the person on screen in the video interview, as well as lighting or wearing glasses.  This research highlights the danger of letting data determine your algorithm without proper SME intervention - the intersection between science and technology. Just because some features predict, doesn’t mean it is ethically or even legally justifiable to include them in your model. 
Go to the profile of Lucie Ilbury CPsychol

Teachers' grades biased to more 'agreeable' pupils

A very interesting article from the BBC yesterday: Bias based on subjective personality judgements is also apparent in workplace assessment, although being highly agreeable and emotionally responsive may not help a candidate in the same way as it does a student! (for example:   Obviously assessing relevant personality traits via a scientifically strong and fit for purpose method is likely to be very helpful to your assessment process, but what about more subjective judgements of someone’s personality? Especially when those traits are not important to performance in the role but bias decision making? And even more so, what might be the impact of negative assessor views of emotionality if someone is suffering from assessment anxiety, or even anxiety more generally, especially given the pandemic? What personality biases have you noticed in assessment? What steps do you take to guard against these? I'd love to hear your thoughts. 
Go to the profile of Sharon Omoregie

Sharon Omoregie Introduction

I have a strong Human Resources background In Talent Acquisition predominately Health Care. Joined Cleveland Clinic We've been ranked one of the nation’s top hospitals by U.S. News and World Report. And we've received a #1 ranking for Cardiology and Heart Surgery for the 28th consecutive year. Current Talent Sourcer | Talent Acquisition Specialist. for the nonprofit multispecialty academic medical center, Cleveland Clinic. Sourcing nationwide candidates and providing outreach in the hospital and healthcare industry.
Go to the profile of Lemi Getahun


Hello everyone, my name is lemi , am monitoring and evaluation professional  and highly talent acquisition  
Go to the profile of Sova Community Team

Welcome to the community - introduce yourself here!

Welcome to the Sova Community. We want to get to know you a little better and also help you to connect with other community members. Introduce yourself below this post in the comments section, start with: What's your name What's your job title and who do you work for? What interested you in joining this community and what do you hope to gain from it?
Go to the profile of John Gill

Who I am.

Hello everyone, my name is John and it's my pleasure to speak to you. First, my background: I have been instructing, training, teaching for most of my career for the likes of UNDP, USAID, SIDA and others. I am "old school" in that I believe that learning should be interesting and fun. My strengths are in management, engineering and finance but I have to admit to being weak in the art department. Enough about me, what's your favourite film?
Go to the profile of Hisham Abed

Hello there

Hello all. My name is Hisham, a human capital professional mainly in the fields of talent aquistion strategy, manpower planning and budgeting, HR processes improvement and digitization,  and people insights. I come with exposure to multinational work contexts in the industries (banking, consulting, insurance, FMCG, and logistics).
Go to the profile of Ali Alzuwair

New Joiner

Hi everyone, really excited to be part of the Sova Community. I amL&D associate just moved from consulting firm yo non profit organization . Really interested in O.D, L&D, Equity and how to ensure fairness in assessment. 
Go to the profile of Shifnu CP

HR + Payroll and Learning & Developments

Hello Everyone, Shifnu with you I am very much interested to join your group. I have handled Learning and developments  for the full Gulf region and HR role + contract and letter of employees + payroll for Full Gulf Region handling of 1300 employees. Pls consider and looking forward to hear.
Go to the profile of Ada Buzon

Glad to be part of the community

Hi everyone, I am Ada Buzon working as HR Executive, I am interested to learn more and get involve on new updates.
Go to the profile of Imtiaj Uddin


Hi everyone, I am Imtiaj Uddin from Qatar. Current role as Talent Acquisition Manager under a HR Solution Service Co, I am interested for talent hire simultaneously seeking more and more recruitment technique, HR policy, employee retention,  overall organisation development in least budget. 
Go to the profile of Jerry Selayro

Welcome - ME!

I am working in a Logistics company based in GCC as HR Manager looking after Recruitment and Onboarding. 
Go to the profile of Shihad Paropadi

Great to see you.

Hi everyone, really excited to be part of the Sova Community. I am Learning and Development Coordinator working for Nesto Hypermarket. Really interested in Technology and Data Analytics and how to ensure fairness in assessment. 
Go to the profile of Claire Rahmatallah

Podcast recommendation: Science 4-Hire

If you're looking for a short, digestible podcast series exploring the world of talent assessment (aren't we all?!), then I really recommend Science 4-Hire from Charles Handler. Charles is a highly experienced IO psychologist in the US and over the years has conducted in depth research on the assessment sector - you can download the latest market analysis report here. In this podcast series, he interviews professionals from the field of psychology and technology, critically evaluating assessment methods and innovations and examining the impact of emerging technology on identifying talent.  Listen to Science 4-Hire
Go to the profile of Brooks Thurston


Hi! My name is Brooks Thurston and I am the Global Talent Acquisition Operations Manager at Northern Trust. I'm excited to join the community to connect and network with others, share best practices, benchmark, brainstorm. etc. Looking forward to connecting and contributing. 
Go to the profile of Sova Community Team

Assessment best practise tips and advice

We'd love to hear more about your assessment best practise tips and advice. What are you working on right now and what challenges have you overcome in the last year? 
Go to the profile of Sova Community Team

Are things really looking up for organisations who are hiring?

Personnel Today in a recent article, reports that organisations are optimistic about hiring for the first time in 8 years.  "UK employers are the most optimistic they have been in eight years about hiring, according to the quarterly Labour Market Outlook from the CIPD and Adecco. The net employment intentions balance, which measures the difference between the proportion of employers expecting to add jobs and those planning to cut them, was positive across all sectors, it found. It rose sharply to +27 for the second quarter of 2021, compared with +11 in the first quarter of the year. It was strongest in the private sector and the voluntary sector, at +28, while the public sector showed a positive intention of +22." If this is the case, how can we ensure our assessment processes are up to scratch to meet the new wave of recruitment? and also ensure a great candidate experience?  Read the full article here.