How to Put People at the Center of Your AI-Augmented Talent Assessments

March 18, 2020 David Barrett

First Published on LinkedIn


Artificial intelligence is poised to improve your ability to recruit qualified talent in 2020. Deployed strategically, AI-based talent assessment can have many valuable applications, from finding the right candidates to placing them exactly where they need to be to flourish in your organization. But the lurking fear of machine takeover still exists in many people’s minds. So how can you leverage AI while still maintaining a people-focused talent assessment process?

 The end goal when designing and using data-driven talent assessment software is to preserve and protect human dignity and integrity. The systems we put in place for collecting and assessing data from talent assessments must uphold these critical values. To that end, it is essential to maintain human oversight when using AI-augmented talent assessment software.

 Upholding human dignity means respecting and protecting the right to privacy, and it’s crucial for your organization to employ human oversight to protect the data that candidates allow you to collect, store and utilize.

 Here are three ways to leverage the advantages of AI-augmented talent assessments while keeping people at the center of the process.

Protect Data Privacy with Human Gatekeepers

The key to data security is remembering what’s at its heart: people. Upholding human autonomy drives data security and the laws being written to protect it. Security measures must be human-centric — not just in intent, but also in design and practice. Data collected from talent assessments and video interviews has to be overseen by trained, dedicated personnel.

Technology that collects or processes candidate data should not be susceptible to malicious use. To protect data collected from AI-augmented assessments, only authorized personnel should be granted access. Utilizing human gatekeepers mitigates the likelihood of intrusion and data breaches. They add a second layer of accountability and security, which, coupled with strong technical safeguards, further minimizes the chances of data breaches or unauthorized access.

Consider Human Factors When Designing AI-Driven Software

The design process for talent assessment software has to blend data science with human considerations. Data scientists have technical expertise but have less knowledge of the legal and societal repercussions of their work. Psychologists understand the societal ramifications of data collection but may not understand the intricacies of the technology.

Merging these points of view at the beginning of the design process produces secure, all-encompassing risk-mitigation solutions and foregrounds the need to maintain robust, secure data storage that protects stakeholders from improper uses of their data. Furthermore, data security technology must be subject to constant tests and frequent updates. Any software that you select for your organization should be able to provide information on the design and updating processes.

Prioritize Human Oversight When Selecting Software

Selecting the right assessment vendor is key to protecting data from malicious use. Aon mitigates risk through the use of a trusted local service vendor and dedicated IT personnel. The incorporation of human oversight into the data administration process keeps ethical considerations at the forefront and puts privacy and security first.

A good assessment vendor will also provide data integration services so you can securely transfer data from the assessment software to a protected storage location, guarded both by technology and human oversight. The vendor is expected to constantly test and update these processes and provide additional training for the data’s human gatekeepers. Proactive security measures help to keep concerns about ethical data use and storage at the front and center.

Read our handbook, Emerging Regulations in the Age of AI, to learn how your organization can proactively establish processes to get the most out of AI in talent assessment while staying on the right side of emerging regulations and ethical considerations.

About the Author

David Barrett

David Barrett is the Chief Commercial Officer of Aon's Assessment Solutions and is a business-focused occupational psychologist. David is a recognized global expert in online assessment, recruitment, talent and human resources technology. He leads the company’s professional advisory and commercial teams across 35 countries and was cut-e’s Chief Operating Officer when the cut-e Group was acquired by Aon plc in 2017. Aon's Assessment Solutions undertake 30 million assessments each year in 90 countries and 40 languages.

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