Assessment in the age of algorithm

About the Talk

Gavin Mulcahy spoke at our recent #EarlyCareers event on assessment processes in the early careers recruitment space. He spoke about how early careers is seen as a new platform and proving grounds for ‘shiny’ HR technology. Describing early careers as a function of ‘spinning’ plates, balancing 3 key areas: what the business needs, what the candidate wants & the relying on the HR Technology / Assessment technology available.

Looking at 5 key fundamentals within Early Careers assessment:

1. Predicting the unpredictable:

Organisations are moving away from looking towards conscientious and goal-oriented individuals, opting to focus more on adapting to changing environments, their own internal company purpose and values and whether or not candidates would fit culturally.

2. Automating Failure

Looking at leveraging new assessment tools that use machine learning and artificial intelligence, very easy systems to create but hiring managers need to be aware of their own internal bias’ and how algorithms replications of that bias can negatively affect diversity amongst other aspects of the recruitment process. 

3. Candidate Centred assessment design

Delivering immersive candidate experiences seems to be the norm these days, however you must be ready to bring the expectations of your company that you’ve previously laid out to your assessment centres. Looking holistically at the whole candidate experience, every touchpoint should have the same messaging and design to keep the process in-check and deliver an authentic experience at the assessment centres.

4. Fairness, Diversity & Inclusion

Diversity and Inclusion is the foundation of company hiring moving forward, you should constantly be addressing and readdressing diversity through key factor, creating assessments, creating content and how it is framed & worded, blended methodology and continuous enhancement of your assessment process. You fine tuning and continous monitoring of your assessment process will only be a positive factor to candidates that require the accessibility that perhaps was not previously offered.

5. Leveraging AI & Data Insights

Ethics and science are the 2 key areas that balance out an algorithm, for diversity, which leads to a more responsibility approach to AI and in turn, recruitment. Having the access to data in this way allows you to leverage against your hiring process and hiring managers to dive deeper into your inclusive hiring strategies.

These 5 fundamentals lead to more efficient hiring processes, better results and more accurate high-calibre candidates

Watch the talk to learn more!!!