SeeTalent

Airlie Hilliard

The past few years have seen significant advancements in AI that have the potential to revolutionise hiring and talent management. One of the most significant advancements is agentic AI. This technology allows complex tasks to be automated and provides almost limitless opportunities for HR management. At SeeTalent, we’re using state-of-the-art techniques that combine psychometric expertise and agentic AI to create engaging and accurate work sample tests to measure candidates’ ability and identify top talent.

Airlie Hilliard

Agentic AI is a powerful technology with significant potential to transform HR practices to improve candidate and employee experience. Powered by large language models (LLMs), AI agents can be prompted (instructed) to carry out tasks to narrow specifications, and can even work in tandem with each other to handle complex tasks and provide a more enriched, seamless experience.

Airlie Hilliard

Psychometric assessments are an essential talent management tool. They can be used during recruitment to evaluate job applicants and identify the strongest talent as well as during the talent management lifecycle for applications such as coaching and development. However, the utility of psychometric assessments for both test-takers and talent managers is reduced if reports are poor quality, too high-level, do not provide personalised insights, or are missing altogether.

Airlie Hilliard

Almost every job opening asks applicants to provide their CV and/or fill in an application form that largely contains information that would be included in a CV, such as education and past experience. This is typically the first step in the process. Due to the large volume of applicants, mechanisms are used to screen applicants and reduce the size of the applicant pool so that resources can be invested into applicants that demonstrate more promise. While this makes intuitive sense, evidence shows us that CVs are bad predictors of future job performance.

Airlie Hilliard

Identifying top talent can be difficult, especially if you have ineffective or inefficient selection assessments. Luckily, there is over a century of research into the best predictors of future job performance, with work samples consistently indicated to be one of the strongest predictors of performance. Work sample tests, also known as work simulations, work previews or virtual job tryouts, are used to evaluate how applicants perform with a job-relevant task that is aligned with what their responsibilities would be if they were to get the role.

Airlie Hilliard

Image-based assessments are psychometric assessments that can measure constructs such as personality and creativity. There are multiple formats that image-based assessments can take, including using images to replace question statements or using images to replace response options. Here, response options might represent a continuum of a single trait, or might use a mixed-trait or forced-choice format where images represent two or more different traits.

Airlie Hilliard
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