Artificial Intelligence – The New Secret Spice in Psychometric Assessments




Many disruptive technologies have been first thought up by science fiction writers whose machinery inventions were only limited by their wide imaginations. The cell phone, submarine, and more recently, self-driving cars all have an origin in popular literature. One of the most invasive themes in sci-fi literature and cinema has been the portrayals of robots with artificial intelligence. But guess what, that dream is already becoming a reality. Whether you are asking the Amazon’s Alexa to play a particular tune or Google’s Home to see if potato powder can replace cornstarch in a recipe– Artificial Intelligence can be found solving many of our problems.

What is meant by Artificial Intelligence in the assessment?

Artificial Intelligence-based assessment is beginning to be part of any applicant and employee psychometric assessments, from realistic chatbot-type conversations with candidates in Situational Judgement Tests (SJT) to proven algorithm-based decisions made from looking at candidate responses to test questions. The use of Artificial Intelligence in assessment now regularly informs HR and talent decision making.

How Artificial Intelligence is driving Psychometric analysis?

Artificial Intelligence in Psychometrics – Use Cases

Artificial Intelligence could potentially pull from a list containing a vast number of data points. It could also take into account the additional aspects like your mouse hovering over a particular answer before selecting another, delay in responding to a question, or even cross-check against all your posts on social media. In addition to this, Artificial Intelligence could even start to come up with questions with dynamism to test in a way that no recruiter could ever think of. Add some IQ assessments and throw in some technological questions, and we may soon wonder why humans were ever allowed anywhere near the hiring course of action.

Automating Entry Level Hiring

Hoping to be a pioneer in Artificial Intelligence-based recruitment, Unilever has been using the technology to screen entry-level employees. Candidates play neuroscience-based games and have recorded interviews analyzed by Artificial Intelligence. The results – applications doubled, average time-to-hire went from four months to four weeks, recruiter's time spent on application review decreased by 75%. Hence now several companies will certainly consider this as a big success and will continue it indefinitely.

To apply, candidates give in their LinkedIn profiles – where no resume required. They then play 15 neuroscience-based games for around 15 minutes. The games are specially designed to assess traits like risk preference/ aversion, memory, focus and tendency to read emotional versus contextual cues. If they meet the criteria, they move on to a video interview, where they record responses to preset interview questions. Responses are then analyzed for things like intonation, keywords, and body language, etc. All of this can happen on a Smartphone or tablet.

 

Psychometric Fingerprinting

Another exciting company with a focus on entry-level recruitment is the Headstart, a platform that utilizes algorithmic analysis to choose applicants. Its applicant matching system creates a detailed ‘fingerprint’ for every interviewee using neural networks as well as machine learning, factoring in personality, skills and demographic background, interests, in addition to conventional criteria such as; experience and qualifications.

What does Artificial Intelligence mean for recruiters?

Artificial Intelligence is changing the process of recruitment, leading to even greater automation when assessing, sourcing, and interviewing candidates. But recruitment will also need a human face. Tomorrow’s recruiters will be like airline pilots – trained experts who oversee automated processes and can take control in an emergency.

Intelligence has fascinated man since the dawn of time and created one of the greatest innovations that rivaled human intelligence: that is -Artificial intelligence. The competition between human intelligence and Artificial intelligence ultimately leads to the clash of nature and science. Ultimately these two forms of intelligence, human and artificial, must match and it should be understood how each would interact with one another and used correctly. We should welcome the advent of new technology. Developments in Artificial Intelligence will ultimately help us to recruit the right people – and that benefits our organization as well as function.



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