Finding Future Leaders: The Power of Psychometric Assessments in Early Careers

Identifying and nurturing future leaders is a critical priority for large organisations. The rise of AI and automation has transformed the employment landscape, especially at the entry level, making it imperative for companies to look beyond traditional hiring metrics. This is where the use of robust assessment platforms that leverage credible psychometric evaluations plays a pivotal role in identifying and shaping the leaders of tomorrow. 

The Shift to Soft Skills 

As AI continues to automate routine tasks, the emphasis in early career recruitment has shifted significantly towards soft skills. While technical expertise remains important, it is the soft skills that truly differentiate potential leaders from their peers. This may be why HR Expert Josh Bersin refers to them as ‘PowerSkills’, stating that ‘These skills are not “soft” – they’re highly complex, take years to learn, and are always changing in scope.’ Attributes such as learning focus, innovation, adaptability, and interpersonal skills are increasingly recognised as vital components of effective leadership. 

These skills are not “soft” – they’re highly complex, take years to learn, and are always changing in scope. - Josh Bersin

Psychometric assessments provide a scientific and unbiased way to measure these less tangible qualities. They offer insights into a candidate’s personality, motivation, and potential, allowing companies to identify individuals who possess the qualities necessary for leadership roles. By integrating these assessments into the hiring process, organisations can make more informed decisions and ensure they are selecting candidates who have the potential to grow into impactful leaders. 

Identifying Future Leaders Early   

Early career recruitment is not just about filling immediate vacancies; it is about investing in the future of your organisation. Psychometric assessments help to identify these high-potential individuals early in their careers, building strong, diverse, and high-performing teams. They can assess a range of skills that are indicative of leadership potential, such as how they work with others (are they comfortable taking the lead?), their approach to tasks (do they take an innovative approach, how might they cope with inevitable change?) and their mindset (how driven are they?). 

For instance, a graduate who scores highly on measures of strategic thinking and problem-solving is likely to excel in leadership roles. Similarly, those who demonstrate strong interpersonal and teamwork skills are better equipped to lead teams and manage complex organisational dynamics. By focusing on these key skills, companies can make data-driven hiring decisions and build a pipeline of diverse future leaders who are prepared to navigate the challenges of tomorrow.  

The Role of AI and Automation 

With AI increasingly replacing key tasks in entry-level roles, the nature of early career opportunities is changing. Tasks that were once performed by humans are now being handled by machines, which means that the skills required for these roles are also evolving. In this context, soft skills become even more critical for graduates entering the workforce. 

Psychometric assessments allow organisations to adapt to this shift by providing a comprehensive understanding of a candidate’s soft skills. For example, while AI can handle basic data analysis, it lacks the nuanced 'human' skills necessary for grasping the implications of such analysis for your business/clients and influencing others to understand and act upon them—vital skills for effective leadership. By using psychometric assessments to measure these soft skills, companies can ensure they are hiring individuals who can complement AI and drive the business forward.   

Which skills are important?  

Sova’s Early Careers Assessment has been designed for using with graduates and apprentices across a broad range of industries.  . Sova helps to put people in the right roles, in organisations that share the same values and aspirations, and where they’re supported by leaders who will enable them to flourish.  

Our team of I/O Psychologists have created a model to assess the following 7 skills: 

1. Teamwork - Works collaboratively with team members to meet shared objectives, resolve potential challenges and promote a cooperative approach.  
2. Influencing - Influences others’ actions and opinions, using convincing and persuasive arguments and strategies.  
3. Innovating - Puts forward new and innovative ideas, solutions  and approaches; looks for ways to go beyond the conventional and traditional.  
4. Analytical Thinking - Breaks down and understands complex information and data to draw appropriate insights; analyses and uses a wide range of data. 
5. Adaptability - Adapts approach and responds effectively to different situations, people and new opportunities. 
6. Learning Focus - Demonstrates a desire to grow and develop as a person and a professional. Actively seeks opportunities to extend their skills and capabilities. 
7. Drive - Highly motivated and driven; tackles challenging goals and situations with energy and enthusiasm.  

Building a Future-Ready Workforce 

The integration of psychometric skills assessments into early career recruitment strategies is essential for identifying and nurturing future leaders. They provide a valuable means of assessing the soft skills that are critical for leadership success as the nature of work evolves. By focusing on soft skills like adaptability and drive, organisations can build a future-ready workforce that is equipped to thrive in an increasingly automated world. 

Embracing this approach not only enhances the effectiveness of the hiring process but also ensures that businesses are well-positioned to develop the next generation of leaders. As we move towards a future where AI and automation play a dominant role, the human touch – and the skills that come with it – will be more important than ever.