Holistic Assessments

Decision making is more than an outcome- it is a process that begins with collecting information and ends with executing a task. A holistic assessment gathers data at every step of decision making, from goal setting to strategy and execution.

During interviews, questions about overcoming challenges are frequently asked. A simulation assessment offers an organization the ability to see, rather than hear, how individuals function during a crisis- with quantitative measurements at every stage from preparation to recovery.

In 2011, Harvard Business Review discussed the fatal flaw of 360 evaluations- the impressions and rating provided is unreliably biased by the person giving it. Further research shows that these assessments may yield different styles of feedback based on the demographics of the individual being reviewed.

Interviews must be structured and designed to support a non-biased hiring process. Without this kind of structure, these interviews can exacerbate diversity issues as research shows that interviewers are more likely to choose similar candidates to themselves.

While psychometric evaluations offer insight into a person’s preferences and self-perception, they are easily manipulated and contain opportunities for confirmation and response bias.

Two candidates on paper may appear identical- however, as they both grow within an organization, show tremendously different aptitudes. This difference is rooted in “how” they approach decisions- a factor that may not be represented in their resume, but will be identified in a simulation assessment.