How SeeTalent’s AI-Augmented Reporting Can Transform Your Talent Assessments
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.
Why you should use work sample tests in your recruitment funnel instead of CVs
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.
How AI-Powered Work Sample Tests Can Help You Find Top Talent
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.
How can image-based assessments improve the accessibility of selection assessments?
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.
Generative AI in HR: Are we allowed to use it?
Airlie Hilliard
Generative AI is currently at the peak of the AI hype cycle, with many having high hopes for its transformative potential. The release of ChatGPT in November 2022 marked a significant inflexion point for generative AI, putting it in the hands of everyday people and not just developers…
How to work towards disability equality when using recruitment technology
Dr Kiki Leutner in conversation with Susan Scott Parker of Disability Ethical? AI
When recruiting, accessing the widest pool of talent will increase your chances of finding the best suited people for your company. This means that as many people as possible need to be attracted to apply to see your job advert. And that everyone needs to be able to navigate every step of your job application and assessment process…
Are Attractive People More Likely To Get Hired And What We Can Do About It
Professor Sunny Lee, University College London & Dr KiKi Leutner, See Talent
Could your good looks help you land a job?
Research suggests that the answer might be “yes.” Hiring managers often perceive job candidates who are better-looking and better dressed as more competent and smarter than those who are not…
How to check if your recruitment tech is helping diversity
Dr Kiki Leutner
Diversity starts with recruitment. Organisations are notoriously bad at it, employing more males than females. And it gets progressively worse with seniority. Women make up 47% of entry level roles, but only 20% of c-suite leaders. At every promotion step, women, and especially women of color, lose out to men. This is because women’s potential is underestimated…