Evaluating assessments in the age of big data and AI

In association with:
ibm

Approaches to assessing job candidates and employees in talent management are experiencing rapid change. Much of the change is technologically driven by developments in machine learning and artificial intelligence (AI). For instance, automated video interview scoring, social media scraping, and gamification are relatively new methods deployed as assessments in talent acquisition.

These methods are fast, can be more engaging for candidates, and represent an important evolution in testing beyond 20th century approaches. But, however compelling these new methods, practitioners should not forget they are selection tests. They therefore need to meet stringent criteria related to group differences, bias, and standards for reliability and validity (e.g., evidence that they predict job performance or quality of hire).

In this paper, we give an overview of testing in talent acquisition and offer four specific guidelines for assessment practitioners evaluating new selection methods.

What you'll learn

ibm

IBM is a globally integrated enterprise operating in over 170 countries. Today IBM UK has around 20,000 employees, bringing innovative solutions to a diverse client base to help solve some of their toughest business challenges. In addition to being the world’s largest IT and consulting services company, IBM is a global business and technology leader, innovating in research and development to shape the future of society at large. IBM’s prized research, development and technical talent around the world partner with governments, corporations, thinkers and doers on ground breaking real world problems to help make the world work better and build a smarter planet.

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