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!
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