Pinsight is Modern, Interactive and Effective: A Perspective from an HR expert

In 2020, Eric van der Linden, HR Director at CTAC completed a Pinsight assessment as part of his candidacy for his role. From his viewpoint as an experienced HR professional and candidate for a leadership position, Eric shares his experience of the Pinsight assessment to provide other HR leaders with his perspective of Pinsight as a modern, interactive, and effective assessment of skills.

Like most HR professionals, Eric has seen and completed assessments from a number of providers. He is concerned about the experience and value of assessments for selection and for developing future leaders. For candidates, HR professionals should be considerate of how an assessment process reflects on the employer brand. For developing leaders, assessments should be engaging and valuable. Eric describes the Pinsight platform as “quick, dynamic and takes place in a setting where [candidates] can showcase [their] skills in a natural manner.”

The Pinsight Virtual Assessment Center

As compared to traditional assessments Eric says “traditional assessments [are] a lot more static and focused on role play. With the [Pinsight Virtual Assessment Center] Platform I felt more like I was operating in a live business. It comes very close to a real situation. The modern tools and innovativeness make it a lot more dynamic which really sets it apart from traditional assessment…The case used was very similar to a real-life situation.” A dynamic and life-like setting is critical when using assessments for developing leaders, so they remain engaged and trust the outcomes of their development experience.

Benefits of Using Pinsight as an HR Leader

Eric sees the value of Pinsight’s platform for all organizations, stating “this way of assessments is a lot more modern, interactive and effective” in comparison to traditional methods or static tests. The following are just some of the ways you can use the data from the Pinsight platform as an HR leader:

1. Improve performance evaluations;
2. Accelerate high-potential leader development; and
3. Optimize traditional development programs.

Learn how our Hiring and Development tools give you the data to improve or optimize your existing strategies and development.

“The most important take-away from [the assessment] was [realizing] when I am exhibiting ineffective behavior. What am I doing when that happens? What pattern is visible and where do I need to be more careful? Or, when do I have to go that extra mile? You’re really confronted with these ‘derailers’ which was an eye-opener for me.”

Eric van der Linden, HR Director at CTAC

Takeaways

Additionally, Eric points out that the recent global pandemic has changed the nature of how work is done, and how performance can be evaluated. He observes that getting information about how candidates and employees handle customers or solving complex problems is harder to evaluate but “the assessment is a good way to get more insight about that”.

“My overall experience with the assessment was very positive” says Eric, “I found the preparation and structure of the assessment really nice because it truly brings out your skills.”

Eric van der Linden, HR Director at CTAC

If you would like to learn more about utilizing assessments like these for your team, just click here and let us know. One of our client advisors will reach out to schedule a time to show you how it works.