HR Assessments

Challenges for HR in a digital and diverse working world

The signs are pointing to the future

The shaping of Working World 4.0 is in full swing. Digitisation offers new working models, while Generations Y and Z are gradually replacing the baby boomers. Successful HR strategies recognise the changing needs of the new generation and reflect them within companies. The deployment of digital tools in recruitment and talent management is just as crucial as a culture in which diversity, equality, inclusion (DE&I) and sustainability are visibly practised.

Market situation

The current labour market offers many options: often, employees can choose the jobs they want. One reason for this is the increasing shortage of skilled staff, a factor already affecting 66 per cent of companies in 2021 (in 2020, this figure stood at 55 per cent)1. More than half of companies even see this shortage of skilled staff as the greatest threat to their business development2. In addition, digitisation is significantly expanding the range of job opportunities open to employees.

The labour market is being shaped by demographic and social change. Diversity, equality, inclusion (DE&I) and sustainability are important criteria for generations Y and Z when choosing a job.

As many as three out of four companies say they put diversity and inclusion at the top of their agendas3. There are many reasons for this: fairness, innovation through different approaches and experiences, employer branding, resilience and social responsibility.


DE&I will, in future, become even more important in Working World 4.0. A corporate culture visibly promoting these aspects will become more attractive to talent. At the same time, digitisation is going to increasingly replace cognitive processes using artificial intelligence. While the half-life of knowledge is decreasing, meta competencies, such as the ability to learn, agility and curiosity, are becoming key criteria in terms of the ability to quickly adapt to changing conditions within a workforce. In combination with “digital readiness”, these skills are already forming the foundation for future-proof companies.

Market trends

Talent management across the entire employee lifecycle has a decisive influence on the implementation of DE&I strategies and ESG criteria. In this context, psychometric online assessments play a central role. Aon’s Assessment Solutions division has been developing and implementing web-based tests and questionnaires for companies for years, supporting them in their staff selection and development.

Every year, around 30 million online assessments are carried out in 90 countries and 40 languages. The spectrum ranges from aptitude diagnostic procedures for the selection of trainees or specialists and managers to reliable potential analyses and self-assessment tools for personal career development.

Digital assessment tools such as video interviews also support companies in their green recruiting activities by reducing their ecological footprint. At the same time, they ensure that procedures are fair and unbiased. Automatic scoring and their use on mobile devices ensure equal opportunities and inclusion while simultaneously offering a positive experience for candidates.

1) Source: Civey, own calculations, Bertelsmann Foundation (https://www.bertelsmannstiftung.de/de/themen/aktuellemeldungen/2021/november/fachkraeftemangel-in-deutschen-unternehmen-groesser-als-erwartet)

2) Source: Federal Ministry for Economic Affairs and Climate Action (https:// www.bmwk.de/Redaktion/DE/Dossier/fachkraeftesicherung.html)

3) Source: Gender-Equality Index, Bloomberg (www.bloomberg.com/gei/about/)