Your leadership assessment feedback is in your inbox
Evalex provides leadership and psychometric assessment feedback directly to candidates via email, allowing them to peruse their results in their own time.
As human beings, we love finding out about ourselves. On the one end of the scale we see a flood of personal tests on social media – things like “Which Harry Potter character are you?”, or “What is the colour of your aura, and what does it say about you?” On the other, more serious side, personal assessments can help with our professional development and lead to better career opportunities.
A proper leadership assessment process is not quite as simple as filling in a quick survey on Facebook and getting an immediate response to compare with your friends. At least, it didn’t used to be. Evalex has launched a revolutionary new digital feedback process that gives candidates online access to the results of their own leadership assessments, providing instant feedback for both employers and employees.
“Giving one-on-one feedback after an assessment is a time-consuming process,” says Evalex CEO Pieter Bronkhorst. “Trying to co-ordinate diaries, travelling to the meeting and fitting everything into one or two hours is often a near-impossible task.”
To overcome these logistical problems, Evalex has developed a portal that gives candidates access to their assessment results, allowing them to go through the details in their own time.
“The portal is highly interactive, personalised and informative, allowing the candidate to take his or her time and really assimilate all the information,” says Pieter. “This means we no longer have to try and squeeze everything into a short meeting where everyone’s mind is usually on something else.”
Pieter uses the example of Maria (not her real name) who was recently assessed for an MD-level position at a financial services company. After gong through the one-day Evalex Leadership Assessment, Maria received a link to her results via email.
Through her own personalised dashboard, Maria called up the results of each of the leadership situations that she was assessed on.
“Each attribute of her assessment is benchmarked against the scores of the 10 000-plus candidates who have completed the Evalex leadership assessment in the past,” explains Pieter. “Candidates are ranked according to their level of work, against previous candidates at the same levels.”
So Maria might decide to explore her general management capabilities, specifically focusing on creativity. Let’s say her creativity score is better than 85% of other candidates at her level of work. She would then identify creativity as an area of strength for this particular role.
If she looks at another capability, say conflict resolution, where she scores better than only 30% of other candidates at her level of work, she can either decide that conflict resolution is not a key component of the job she is applying for, or mark it as a development area.
“The system explains each attribute, gives a synopsis of the individual’s performance against the attribute qualities, and then suggests a development process to help the candidate get to the next level if required,” says Pieter.
In our example, Maria can also analyse her results against a team leader position rather than an MD role. In this case the system would reconfigure and rank her against other team leaders who have undergone the same assessment.
If Maria scores better than 52% of people at middle management level on a certain attribute, she might score better than 75% of people at supervisor level and better than 33% of people at CEO level.
“So if Maria wants to be a CEO, the system will make recommendations on which skills she should focus on, for example business acumen, decision effectiveness and investigation/exploration, in order to develop herself to the required level,” says Pieter.
The system also provides feedback on personality matching and ideal job types.
“What makes this feedback system unique is that it allows an individual like Maria to explore her career development, prospects and training needs herself, on her own and in her own time,” says Pieter. “It’s also highly interactive, allowing Maria to reconfigure the scenario to see how well suited she might be for another job at another level of work. She can also explore ideal job types and strategies within her own organisation that she can get involved in. In a static environment you can’t do that.”
Pieter says the electronic feedback will not replace face-to-face feedback entirely.
“There is still a need for a qualified person to answer any questions that a candidate or an employer might have,” he says. “However, the electronic feedback mechanism allows us to focus on the big picture in the feedback sessions rather than the detail.”
Electronic feedback can also be useful when communicating with unsuccessful candidates.
“We often feel that unsuccessful candidates are not given enough input,” says Pieter. “This type of feedback allows for detailed response without the commitment of too much time.”
Click on the image below to find out which Harry Potter character you are…