The BAT Signal! More Evidence That the Best Business Leaders Value Assessment

I continue to be excited by what I am seeing in the world of assessments.

Recently a client told me about a new assessment program that made my ears perk up.  It’s called the Bloomberg Assessment Test (BAT) and it’s yet another piece of solid evidence that the use of pre-employment assessment is being seen as a value-add by business leaders across the globe.

To me the BAT says that the highest echelons of the corporate boardroom are starting to gain some clarity about the value that quality assessment tools can provide in predicting outcomes that have a direct business impact.

We have the dawn of the era of big data to thank for this. All facets of business are now using predictive data modeling to help them make better decisions. While HR is a bit behind in this area (in what area is HR not behind?), it is catching up fast as more tools are becoming available to support the collection and analysis of data. The results, even at this stage of the game, are proving to be amazing.

Those setting the pace in the financial world (such as Bloomberg) are not only on board, they are actually driving the train — showing the rest of the business world the value of predictive pre-hire data to the achievement of valued business outcomes.

Here’s the skinny on the BAT.

What Is It?

The BAT is a standardized testing program that is designed for those interested in working in the world of high finance. The moving parts consist of a venue for job seekers (the exam) and eventually a venue for employers (a subscription website and set of related services).

The exam is about three hours long and contains questions tapping specific areas of financial knowledge as well as raw cognitive ability that are related to finance and fancy numbers.

Want proof that the Bloomberg folks are genius?

First of all, the BAT is primarily being pushed in the UK, a nation that absolutely loves psychometric testing.

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Secondly, Bloomberg currently offers the BAT for free. It knows that the value of predictive matching lies in the database of candidates. The more people in the database with valuable predictive data attached to them, the more value access to the database has to employers. Once they hit critical mass and have employers calling for the BAT score, they can begin charging test-takers and switch on a new revenue stream.

Finally, the Bloomberg institute offers a range of development and training programs, helping drive the value of a continuum between pre-hire evaluation and post-hire development.

Why Is it Valuable?

The core of the value related to the BAT is the fact that it will help ensure that financial institutions making hiring decisions can do so with some degree of quality. This is the same value proposition that has always existed when it comes to pre-hire assessments. The twist is that we are now entering what I refer to as the “candidate quality revolution.” The days of static between a candidate’s true abilities (and desires) and the needs of employers are slowly passing. We are poised to see hiring tools that help squelch the noise and amplify the truth.

This revolution is not going to be driven by companies internally because hiring is still mired down in the morass that is HR. It is the vendors who will be creating the standards and the tools to help companies collect and analyze data to help them understand the business impact of hiring decisions. Those moving the ball forward will include smart folks like Bloomberg (and others like them within industry verticals); industry leaders such as SHL, Taleo, and Kenexa; and a host of new startup ventures that are working frantically on a new generation of tools.

To me the value of the BAT goes well beyond the fact that it is a predictive tool that can help promote staffing as a profit center. It is a true sign of things to come in the not-too-distant future.

To the BAT cave Robin — We have work to do!

Dr. Charles Handler is a thought leader, analyst, and practitioner in the talent assessment and human capital space. Throughout his career Dr. Handler has specialized in developing effective, legally defensible employee selection systems. 

Since 2001 Dr. Handler has served as the president and founder of Rocket-Hire, a vendor neutral consultancy dedicated to creating and driving innovation in talent assessment.  Dr. Handler has helped companies such as Intuit, Wells Fargo, KPMG, Scotia Bank, Hilton Worldwide, and Humana to design, implement, and measure impactful employee selection processes.

Through his prolific writing for media outlets such as, his work as a pre-hire assessment analyst for Bersin by Deloitte, and worldwide public speaking, Dr. Handler is a highly visible futurist and evangelist for the talent assessment space. Throughout his career, Dr. Handler has been on the forefront of innovation in the talent assessment space, applying his sound foundation in psychometrics to helping drive innovation in assessments through the use of gaming, social media, big data, and other advanced technologies.

Dr. Handler holds a M.S. and Ph.D. in Industrial/Organizational Psychology from Louisiana State University.







2 Comments on “The BAT Signal! More Evidence That the Best Business Leaders Value Assessment

  1. We appreciate your comments about the BAT. It is clearly meeting a real need and enjoying wide acceptance. In just more than one year, 30,000 students have taken the test from 40+ countries.

    We are also quite pleased with the response the BAT has received from financial institutions, consulting firms and other employers. Many are using BAT results to connect with job candidates who have demonstrated aptitude in a number of areas through the test.

    There is just one sentence in your article that is not completely acurate. Although we are very active in the UK as well as a number of other countries in Europe and Asia, we are equally successful in the US measured by both number of test-takers and BAT licenses sold.

    Thank you,

    Michael London
    CEO, Bloomberg Institute (The BAT)

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