Angelica excels at spreadsheets and analytics, but struggles in social situations. Because she can quickly locate answers online she avoids taking traditional aptitude tests with text or multiple-choice questions; Workforce intelligence keeps job architectures current while offering leaders suggestions to merge or merge positions and optimizing technology use to make workplaces smarter.
What is Work Intelligence?
Work intelligence refers to the practice of examining data related to employee performance and engagement at work. It equips leaders with tools necessary for making strategic decisions that support organizational goals.
An employee intelligence solution can assist employers in recognizing when employees are overworking or stressed and determine the most effective ways to support them (such as time off, flextime or delegating tasks). Furthermore, this information can be used to promote innovation and creativity by encouraging employees to explore their skills and strengths.
Workplace intelligence also assists recruiters in accurately evaluating cognitive abilities of applicants. It provides more accurate assessment of future potential than traditional aptitude tests and is less susceptible to unintended bias introduced when using question-based assessments. Progressive TA teams can leverage Workplace Intelligence assessments as part of their hiring strategy by hiring smarter and faster; future-proof their selection process with AI; celebrate diversity by assessing for future potential rather than past experience.
What are the Benefits of Work Intelligence?
Work intelligence assesses cognitive ability more accurately and less open to manipulation or unintended bias than traditional question-based psychometric assessments, making for faster hires with greater intelligence that protect future-proof selection processes and celebrate diversity without penalising it. Progressive Talent Acquisition teams can use this methodology to make smarter hires faster while celebrating diversity rather than penalising it.
Leaders also benefit from keeping an eye on the abilities of their teams’ members, enabling them to determine when members have time and bandwidth for new tasks and how best to train others on them. Furthermore, it allows leaders to update traditional job architectures or automate repetitive manual tasks so they can devote their energy toward strategic work instead.
What are the Challenges of Work Intelligence?
Work intelligence focuses on cognitive abilities rather than personality or character traits that determine one’s natural behavior in certain situations. Work intelligence has quickly become the gold standard in measuring job success and replacing traditional aptitude tests which can open to unintentional bias, text-based, and take an extended amount of time. Progressive TA teams are using Work Intelligence to make smarter hires faster, future-proof their selection processes for AI applications, celebrate diversity without penalising it, and celebrate diversity rather than penalise it.
When using workforce intelligence, it’s essential to use and analyze only relevant employee data. Too much can become too much; therefore, focus on collecting only critical employee information that’s key to solving a specific business challenge instead of collecting everything available.
Clarks used workforce intelligence to investigate the connection between store manager engagement and financial performance. They discovered that engaging employees led to more productive stores, which in turn yielded positive financial outcomes. From this research they created an engagement toolkit so managers could use engagement assessments as a strategy for increasing employee engagement.
What are the Solutions to the Challenges of Work Intelligence?
The Intelligence Community must attract candidates with an enthusiastic commitment to national security who wish to work on mission-critical issues. Targeted outreach and marketing, such as partnerships with universities or attending career fairs, may help attract talent. Furthermore, opportunities for professional development and clear pathways for advancement must also be provided for. Generative AI assessments offer more accurate predictions than question-based psychometric tests as well as less manipulation or unintended bias than question-based psychometrics in selecting intelligent talent quickly – these assessments enable progressive TA teams to hire smarter faster while future-proof their selection processes in an age where AI takes hold.