D1 B1 (90min panel)
Tracks
Track B | Ballroom 2 (recorded for In-person & digital)
| Thursday, October 24, 2024 |
| 2:30 PM - 4:00 PM |
| Stream B | Ballroom 2 |
Overview
Talent Assessment: AI & Technology - application, issues and potential developments (Peter Macqueen, Patrick Dunlop, Jeromy Anglim, Courtenay McGill, Jaymon Kirk)
Presenter
Mr Peter Macqueen
Principal
Compass Consulting
Talent Assessment: AI & Technology - application, issues and potential developments
2:30 PM - 4:00 PMAbstract
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 We will draw on recent published and unpublished materials in the talent assessment field.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?
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?
Learning outcomes
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.
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.
.....
Peter Macqueen FAPS FCOP is an organisational psychologist and management consultant, and as Principal of Compass Consulting is primarily engaged in psychological assessment for selection purposes. Over 15 years he was the prime lecturer and convenor for the Psychological Assessment course in the postgraduate organisational psychology program at Griffith University. He has held various roles in COP Qld and was actively involved in COP’s NRD working party (2009-2013). He was an inaugural member of the APS TTEG (Dec 2011), and he exited this testing advisory group as Chair in March 2021. He was a Council Member of the International Test Commission for 7 years until recently. Recent publications include the chapter on IWO Psychology (Macqueen & Machin, 2022) in The Australian Handbook of Careers in Psychological Science (USQ Press); and the chapter on Oceania (O’Gorman, St George & Macqueen, 2022) in International Histories of Psychological Assessment (Cambridge University Press).
Professor Patrick Dunlop
Future Of Work Institute, Curtin University
Talent Assessment: AI & Technology - application, issues and potential developments
2:30 PM - 4:00 PM.....
Patrick Dunlop is a Professor at the Curtin University Future of Work Institute and a registered Organisational Psychologist. His research interests relate to all the processes involved in personnel recruitment, assessment, and selection including volunteering contexts. These include attracting talent, designing fair and diversity-supportive selection systems, and ensuring a positive candidate experience. Patrick is especially interested in how technological developments are influencing these processes.
Ms Courtenay McGill
People Solutions
Talent Assessment: AI & Technology - application, issues and potential developments
2:30 PM - 4:00 PM.....
Courtenay is a registered psychologist (Org. Psych. Registrar), with experience working across the private, public, and volunteer sectors. She is currently a Senior Consultant and Research & Development Team Lead at People Solutions, where she specialises in assessment solutions for recruitment and development.
Courtenay has run large-scale national and international psychometric assessment and assessment centre projects across a diverse range of industries and roles (from entry level to C-Suite). She is also heavily involved in research and development projects, including the development of new assessment systems and tools, validating psychometric assessments, developing resources to better support clients, and driving the continuous adaptation of assessment solutions to leverage technological advancements.
Courtenay is passionate about finding new ways to continuously improve and modernise assessment solutions whilst still maintaining best practice, and enjoys working at the intersection of research and practice, especially in cross-disciplinary settings.
Dr Jeromy Anglim
Senior Lecturer
Deakin University
Talent Assessment: AI & Technology - application, issues and potential developments
2:30 PM - 4:00 PM.....
Dr Jeromy Anglim is a Senior Lecturer in the School of Psychology at Deakin University where he leads the Workplace, Wellbeing, Innovation, and Performance Group. His has over 50 publications focused on individual differences, human performance, and well-being. Notable publications include recent meta-analyses of personality and well-being and personality and intelligence published in Psychological Bulletin. Major threads of research include: (a) the dynamics of performance and well-being, (b) the structure of self- and other-report measures of personality, well-being, and performance, (c) mapping studies examining the relationship between personality and other psychological constructs, and (d) applications of psychometric assessment to employee selection, including issues related to job applicant faking, predictive validity, and performance assessment.
Mr Jaymon Kirk
HireVue
Talent Assessment: AI & Technology - application, issues and potential developments
2:30 PM - 4:00 PM.....
Jaymon Kirk is a PhD and Masters student in Industrial and Organisational Psychology at the University of Western Australia. His PhD research focuses on understanding why evidence-based assessments (e.g., structured interviews, psychometric tests) are underused in practice. More broadly, Jaymon aims to conduct research that helps bridge the gap between research and practice in personnel selection. Jaymon has published a peer-reviewed journal article on the topic of personnel selection in Australia, written a chapter for a forthcoming book on the legal environment regarding testing and bias in Australia, and presented at the Society of Industrial and Organizational (SIOP) conference.
