Traditional employee assessment tools focus on potentially exemplary performance elements such as core and specific role competence knowledge and perhaps also the softer though important attitudinal and personality factors whether “Big 5” or performance criterion predictive.
More recently this has been supplemented by wider considerations such as organizational fit e.g. culture and values matching. This has added power and also complexity and cost to assessment decisions.
Even more recently the hypothesis that some of people may be “naturally” engage-able i.e. by their very nature has found favour. For example some potential employees may be just more are agreeable and consciencious and therefore a better investment because they are essentially more employable and potentially flexible in organizational contexts.
The webinar explores the concept and related concepts and examines how this can be operationalised. Even if operationalised issues such as desirability cost and assessment logistics and modeling as well as cross cultural factors are raised. The webinar concludes on best practices as well as the business case for such added complexity.
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