Identify Your Innovators

March 3, 2020 John McLaughlin

If we know one thing for certain about the future of work, it’s that data and technology are going to continue playing an important role.

So for your organization to be successful now and in the future you need candidates who are capable of working alongside machines. Nearly 66 percent of talent leaders, in fact, are concerned about attracting and selecting talent with key skills for the future. Digital readiness provides a basis for those key skills.

So what is digital readiness, and how can you measure it?

Many talent leaders assume that to be digitally competent a candidate has to have had a lot of experience with elite technology, but that isn’t always true. The scientific basis for digital readiness actually lies in personality traits: curiosity, agility and learnability.

Any candidate from any background can possess digital readiness — and we can help you find them.

It’s possible to measure a candidate’s level of digital competency based on how they score on curiosity, agility and learnability. Talent assessments like ADEPT-15 make finding those candidates easy for you. These candidates aren’t just primed to work well alongside technology; they are your innovators. They’ll ask the right questions and find new ways to improve your processes and metrics.

Less than 30% of talent leaders  cite improving processes and metrics as a primary reason for using talent assessments, but we’re here to show you the untapped potential of talent assessments in innovating for the future.

Your digitally competent employees can do so much more for you than develop IT solutions. By placing these candidates at strategic points in your organization, you can shake things up in a positive way. These candidates can make improvements to your processes — and bottom line — that may never have crossed your mind.

And because the three traits of digital competency are also part of an employee’s personality, you don’t have to fear that their innovation will drop off as technology evolves. They thrive on learning and improving. As long as there are opportunities for improving process efficiencies and business metrics at your organization, you can expect your digitally competent candidates to find the best solutions.

How are you evaluating digital competence at your organization?

Do you want to read more on identifying future-proof talent? Take a look at our article published in The Times!

About the Author

John McLaughlin

John has worked for Aon’s Assessment Solutions for 10 years in a variety of roles and geographies across Europe, South America, and North America. This in-market experience combined with his current role as the global commercial director for the group leads to an in-depth knowledge of global trends impacting talent strategies across all organizations.

Follow on Linkedin More Content by John McLaughlin
Previous Flipbook
Handbook - Emerging Regulations in the Age of AI
Handbook - Emerging Regulations in the Age of AI

This guide explains the legal trends around the use of AI in talent assessment and how to be proactive in e...

Putting High-Potential Talent on the Right Pathway
Putting High-Potential Talent on the Right Pathway

Talent assessments build behavior maps based on candidates’ soft skills, traits, values and motivations. Th...