Scholarly contributions are lagging in the wake of the commercial development and uptake of AI-enhanced HR and talent assessment tools and practices. Is this an issue? What are the implications? Are asynchronous interviews fair and valid, and for all applicants? What are the benefits of AI? What are the problems?

At SIOP 2008 in San Francisco, a highly popular session was titled “The Train has left the Station”. This was in response to the increasing adoption of unproctored internet testing for pre-employment and talent assessment. In recent years, accompanying technological advances and now artificial intelligence (AI), there has been a clear eschewing of traditional proctored testing for some form of device-based administration (unproctored) and automated scoring – and interpretation. Interviews now are often conducted over the ‘net’: both in real time and asynchronous, with algorithmic scoring.

Korn Ferry (March 2024) reported a survey that found that 75 percent of Australian recruiters were already using AI tools during the talent acquisition process. More than half said they were using generative AI, like ChatGPT, and just under one in five were already using AI to manage candidate assessment. The Korn Ferry article also noted the impact in career development, where AI tools are being used, including AI avatars providing real time assessment feedback as a coaching assistant. Organisations may also add data and analytics to identify gaps in the learning and development strategies, initiatives, and outcomes.

This 90-minute session will explore the most recent and potential developments, with a Q&A via a host and a small expert panel of scholars and practitioners. There is provision for ample engagement with the audience in the last third of the session. We will draw on recent published and unpublished materials in the talent assessment field. Themes covered will extend beyond validity and reliability, and will consider issues such as bias and fairness, ‘training’ data, ethical practice, neurodiversity, data security, and AI regulation.

How can organisational psychologists contribute to the maintenance of high standards in workplace assessments given such rapid developments? What are the implications for the education and CPD for any professionals associated with assessing, or even developing, people in the workplace?

NOTE: this Abstract was prepared in March 2024. What notable matters have transpired since then, and what of the future possibilities? Are we just witnessing another phase of the commercial promotion of ‘shiny new toys,’ or are we experiencing change of fundamental significance?

RESULTS

This panel session will provide insights and learning outcomes for all participants: practitioners, scholars, HR, and business leaders.

The session will reveal recent and (likely) future developments: with implications for all stakeholders in the talent assessment and career development fields.

It will provide for a range of perspectives (including matters associated with the employment of neurodiverse individuals); and discuss issues from a considered and well informed base.

Participants will have the opportunity to hear relevant material, and informed opinions, beyond what may be gleaned from the media (traditional and social).

ATTENDEE EXPECTATIONS

Participants will be actively encouraged to reflect on what they hear (from Presenters and co-attendees) and ask questions, AND to provide comment.

And they may well be asked: "what are the issues you think? YOUR concerns" "What has been your experience in recent times?"

EVALUATION

Evaluation via: perceived engagement; subsequent chatting; part of formal post conference evaluation.