Does your hiring process feel like an out of date hurdle race? Do your applicants complete one narrowly-focused test at a time, resulting in a lengthy, disjointed and uninspiring hiring process? Are you making trade-offs between process efficiency, effectiveness, fairness and cost? All too often organisations make compromises when designing an assessment process. For example, using blunt assessment measures to reduce the volume of applications at the expense of fairness; or introducing multiple assessments to make the best hiring decision, only to alienate your applicants with a long drawn out process. Join Dr Alan Bourne, CEO, Sova Assessment for this interactive session which will examine these polarities and explore how to build a hiring process without the trade-offs. We will draw on our experience of working with clients in volume assessment, with particular focus on building a diverse and inclusive workforce. You will learn: • how to create a fast, seamless, end-to-end assessment process from screening through to digital assessment centre • how to ask less, but learn more using whole-person assessment • how to measure the true predictors of success in a rapidly transforming world of work, fairly and objectively • how this approach is delivering measurable outcomes for organisations such as John Lewis Partnership, Santander, Zurich and RSA Group.

1. Remaking Assessment for the Digital World
Dr Alan Bourne, CEO & Founder

2. Founded in 2015 to
transform how
organisations assess
their people accurately
and fairly
Our history
A pioneering group of
organisational
psychologists, product
developers and
technologists
Our people
To move assessment
forward so it delivers
great outcomes, fit for
the digital world
Our aim
Introducing Sova

3. The Fourth Industrial Revolution: an era of ‘digital disruption’
30
%
of jobs will
disappear
by 2025
(World Economic
Forum)
The rate of change
and skills instability
By 2020 1/3 of desired skills of
most jobs will be comprised of
skills not yet considered to be
crucial
(World Economic Forum)
65%of today’s school
children will eventually
be employed in jobs that
have yet to be invented
(US department
of labor)

4. Major disruption to existing players as
more customers expect a digital option
Digital Disruption Across The Economy
Vs.
Vs.
Vs.

5. So how do existing players make the journey?
Or find new ways to thrive…
I
Integrated digital and physical presence
Clear purpose and direction
Agile workforce
Fail to adapt…

6. • Conscientious
• Goal-oriented
• Professional
• Values planning
• Hardworking and committed
• Career driven
So what does this mean for ‘what good looks like’?
Just the kind of high performer we
need?
Meet JACK

7. An agile workforce is now a ‘must have’ for organisations
JACK
• Highly adaptable
• Purposeful, cares about the ‘why’
• Gets stuck in and takes risks
• Builds rapport quickly with others
• Uses judgment, needs less direction
• Values pace and impact
Meet ZOE
What “good looks like”
is changing and employers are
asking for more from their people

8. © 2019 Sova Assessment8
Assessment is widely applied in hiring and
talent management processes
• Psychometric tools in screening
• Telephone or video interviewing to shortlist
at high volumes
• Paper-based interviews and assessment
centres
Organisations rely on different solutions for
each of activity. The status quo in the market:
• off-the-shelf, lacking personalization for the
organization;
• a poorly integrated and inefficient process;
• disparate and fragmented data;
• delivers sub-optimal outcomes and value.
The Legacy: Assessment 1.0

9. Ethical and
scientific
rigour
Candidate Experience
The Assessment Landscape
Key trends
• Shift away from ‘cash
cow' product model
• Personalised and as
accurate as possible
• Diversity and inclusivity
now a ‘must have’
• Integrating the end-to-
end candidate journey
• Joined up tech essential
• Analytics and AI
Shiny, but Shallow?
‘Old School’
Assessment 1.0
Innovative
and Robust

10. © 2019 Sova Assessment10
An Integrated Approach
VIDEO
INTERVIEW
DIGITAL
ASSESSMENT
CENTRE &
INTERVIEW
PREDICTIVE
ANALYTICS
ONLINE
PERSONALISED
SCREENING
• End-to-end
platform to
address whole
business need
• Driven by whole
person
assessment:
accurate and
fair
• Analytics to
drive accurate
and fair
selection
algorithms

11. Components of what good looks like…
Cognitive Ability
Competencies
Cultural Fit
Personality
Preferences
Motivations & Drives
Values
Potential
Experience
Technical Skills

12. Ask less, learn more.
Situational
Judgment
Numerical
Reasoning
Personality Interview AC
Verbal
Reasoning
Online
Application
& Initial
Sift
Traditional Assessment Process
Whole Person
Assessment
(Judgement,
Personality,
Motivations,
Cognitive, Video
Interview)
Interview AC
Online
Application
& Initial
Sift
Whole Person Assessment Process
Ask less, learn more.
Rather than inviting candidates to
complete a series of long,
separate and generic off-the-shelf
assessments, elements of
personality, ability, motivation and
situational judgment questions
and video interview are combined
into one highly condensed and
personalised assessment.

13. © 2019 Sova Assessment13
No Need To Compromise: Whole Person Assessment
Prediction
Candidate Experience
Diversity & Inclusion
Cost Efficiency

14. Outcomes That Make A Difference
Accurately
identifying
89% of high
performers
Prediction
Candidate Experience
Diversity & Inclusion
Efficiency
2x as accurate
identifying
High Potential
candidates

15. Outcomes That Make A Difference
Demonstrated
balanced
selection by
gender and
ethnicity
Accurately
identifying
89% of high
performers
Completion rate:
Increased by
68%, elapsed
time from 11 to
under 2 days
Inclusive intake:
50/50 gender
balance
achieved
Prediction
Candidate Experience
Diversity & Inclusion
Efficiency
2x as accurate
identifying
High Potential
candidates

16. Outcomes That Make A Difference
Demonstrated
balanced
selection by
gender and
ethnicity
Accurately
identifying
89% of high
performers
Completion rate:
increased by
68%, elapsed
time from 11 to
under 2 days
Inclusive intake:
50/50 gender
balance
achieved
85% of
candidates
found process
engaging
Prediction
Candidate Experience
Diversity & Inclusion
Efficiency
2x as accurate
identifying
High Potential
candidates

17. Outcomes That Make A Difference
Demonstrated
balanced
selection by
gender and
ethnicity
Reduced spend
on Assessment
Centres by
40%
Accurately
identifying
89% of high
performers
Completion rate:
increased by
68%, elapsed
time from 11 to
under 2 days
Inclusive intake:
50/50 gender
balance
achieved
85% of
candidates
found process
engaging
Prediction
Candidate Experience
Diversity & Inclusion
Efficiency
2x as accurate
identifying
High Potential
candidates
Improved
conversion ratio
at final stage
from 1:3 to 2:3

18. © 2019 Sova Assessment18
Remaking Assessment For The Digital World
• Build agility for the future, starting now
• Take a whole person assessment approach to deliver greater
accuracy and fairness, leaving behind legacy approaches
• Create a digital end-to-end assessment process and seamless
candidate experience from screening through to final face-to-
face selection
• Opportunity to learn from others who have made the journey
• Focus on delivering real impact