Let’s be real—when companies bring in consultants for digital-led programs, they don’t just want fancy presentations and buzzwords. They want solutions that work, deliver real impact, and fit seamlessly into their existing ecosystem. But what exactly are they looking for? Let’s break it down.
Security Isn’t Optional—It’s Expected
Data security isn’t just an IT concern—it’s an HR imperative. Organizations handle sensitive employee information, and any breach can erode trust instantly. Consultants must ensure that platforms adhere to global compliance standards like ISO 27001, SOC Type II, GDPR, and more. Beyond compliance, robust security measures like encryption, regular vulnerability assessments, and role-based access control must be in place to mitigate risks.
Additionally, organizations expect regular risk assessments, including Vulnerability Assessment and Penetration Testing (VAPT) , to identify and mitigate potential security threats. A truly effective program should fit into the existing HR tech ecosystem without creating additional administrative overhead while maintaining strong security protocols.
Integrations: “Will it play nice with our existing tools?”
A digital-led program can’t operate in isolation. It needs to integrate seamlessly with existing HRMS, LMS, and talent management systems.
For example, we have integrated with HRMS platforms such as Oracle Recruiting Cloud (ORC) and SAP SuccessFactors through our API libraries. Our integration with ORC helped our client streamline their selection process by embedding our assessment tools.
Single Sign-On (SSO) capabilities are expected to simplify user access and ensure data consistency across platforms. A truly effective program should fit into the existing HR tech ecosystem without creating additional administrative overhead.
For example, we have integrated Elemetrik with clients’ Microsoft Azure AD FS to enable a seamless login and user experience.
Access Management:
“Who can see what?”
Organizations expect structured access management. Role-based access ensures that HRBPs, L&D heads, and managers can track participant progress without overexposing data.
With Elemetrik, you can control the accesses and permissions for your team. For example, you may choose to allow a team lead to have access to the assessment data of only their team. Or, if you have multiple business units where you wish to run the same programe, the access for the BU can be limited to the respective leads.
Reliability & Validity:
"Can we trust the results?"
The search for validity and reliability of any digital tool, especially where content is concerned, needs to be robust. Having said that, more and more clients today are willing to sacrifice some degree of accuracy of results for agility and quick implementation.
It’s important to keep in mind that there are usually no perfect answers anyway, for example in digital assessments. An approximation of error is always built in.
More importantly, if one is using just one tool, a close to absolute accuracy is essential. At Elemetrik, we recommend using multiple tools on the platform to enable a more well tested result. The design of content of course plays a part, and a robust backbone framework for our tools helps, in addition to being backed by several years of data and research.
Effectiveness of the Program: "Will This actually work?"
Firstly, digital is not an alternative to physical in the true sense. We advocate a ‘fit to purpose’ solution. Say a CEO hiring use case may require a very different approach to assessment than say assessing a few hundred candidates for frontline sales in a limited timeframe.
The effort needs to be put in at the design stage, and the outcomes continuously tested with real data for effectiveness. This also helps in finetuning solutions along the way.
Clients engaging consultants for digital-led programs expect more than just content delivery. They demand a strategic, secure, and integrated solution that aligns with their HR objectives. Consultants who understand the nuances of talent development, compliance, and business impact will stand out. The future of L&D isn’t just digital—it’s about designing programs that drive real, measurable change.
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