C1.1
Tracks
Stream C
| Thursday, October 29, 2026 |
| 1:45 PM - 2:15 PM |
Overview
From Tools to Systems: A Talent Assessment Maturity Framework and Pilot Evidence from Global Organizations | 30 mins
Presenter
Dr Anne-marie Paiement
Hogan Assessments
From Tools to Systems: A Talent Assessment Maturity Framework and Pilot Evidence from Global Organizations
1:45 PM - 2:15 PMAbstract
Organisations increasingly rely on psychometric assessments to inform hiring and development decisions, yet the strategic value of these tools varies widely across contexts. While research has focused extensively on the validity of individual assessment methods, less attention has been paid to how assessment practices mature as integrated organisational systems. This presentation introduces a Talent Assessment Maturity Framework, a multi-dimensional model designed to evaluate how organisations adopt, govern, integrate, and derive value from psychometric assessments over time.
The framework comprises six dimensions: Awareness and Purpose, Integration with Business Strategy, Scope of Application, Assessment Capability and Quality, Standardisation and Governance, and ROI Measurement. Using data from a pilot study involving 60 organizations across multiple industries and regions, we examined current maturity patterns and identified key drivers of overall assessment maturity.
Results indicate that most organisations continue to view assessments as tactical tools rather than strategic enablers, with limited executive sponsorship and minimal ROI tracking. Lifecycle integration (use of assessments across hiring, development, and succession) is the strongest predictor of overall maturity, followed closely by governance and standardisation practices. Contrary to common assumptions, internal assessment expertise alone was a weaker predictor of maturity than the presence of clear policies, standardised tools, and governance structures. Organisations using a multi-method assessment stack (e.g., personality, cognitive ability, and multi-rater feedback) demonstrated significantly higher maturity than those relying on single-method approaches.
These findings suggest that organisations seeking to maximize the impact of talent assessments should prioritize structural foundations, such as governance and lifecycle integration, before pursuing advanced analytics or ROI modeling. The presentation concludes with practical implications for I/O psychologists, consultants, and HR leaders, positioning assessment maturity as a systems-level capability rather than a function of individual tools.
The framework comprises six dimensions: Awareness and Purpose, Integration with Business Strategy, Scope of Application, Assessment Capability and Quality, Standardisation and Governance, and ROI Measurement. Using data from a pilot study involving 60 organizations across multiple industries and regions, we examined current maturity patterns and identified key drivers of overall assessment maturity.
Results indicate that most organisations continue to view assessments as tactical tools rather than strategic enablers, with limited executive sponsorship and minimal ROI tracking. Lifecycle integration (use of assessments across hiring, development, and succession) is the strongest predictor of overall maturity, followed closely by governance and standardisation practices. Contrary to common assumptions, internal assessment expertise alone was a weaker predictor of maturity than the presence of clear policies, standardised tools, and governance structures. Organisations using a multi-method assessment stack (e.g., personality, cognitive ability, and multi-rater feedback) demonstrated significantly higher maturity than those relying on single-method approaches.
These findings suggest that organisations seeking to maximize the impact of talent assessments should prioritize structural foundations, such as governance and lifecycle integration, before pursuing advanced analytics or ROI modeling. The presentation concludes with practical implications for I/O psychologists, consultants, and HR leaders, positioning assessment maturity as a systems-level capability rather than a function of individual tools.
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Anne‑Marie Paiement, PhD, is the Regional Manager for Asia Pacific for Hogan Assessments, based in Australia. She focuses on growing Hogan’s brand and supporting business expansion across the Asia‑Pacific region. Anne‑Marie also serves as a subject matter expert, contributing to global conversations on cross‑cultural leadership, diversity and inclusion, talent development, and psychometric assessment. Her work has taken her across Australia, Canada, Indonesia, Japan, Malaysia, New Zealand, Singapore, Thailand, and the United States. Before joining Hogan, Anne‑Marie worked as a consultant, academic, and researcher. She designed and delivered global talent management initiatives supporting leadership development, cross‑cultural team effectiveness, and career progression, leveraging psychometric assessments for selection and development in innovative and impactful ways. She has taught industrial‑organizational psychology and organizational behavior and presented leadership research at international conferences. Anne‑Marie holds a PhD in industrial‑organizational psychology from the University of Montreal and is a registered psychologist in Australia and Canada.
