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The Future of Employee Assessments: Predictions from SIOP

May 1, 2018

future of employee assessmentsThe future of employee assessments was a big trend at the Society of Industrial and Organizational Psychology (SIOP) annual conference in 2018. Artificial intelligence, virtual reality, automation...you name it, it was discussed. Many employers and assessment creators have an interest in how these “tools of the future” can further enhance the predictiveness of current selection systems, but much of this is still unknown as we have only just begun in these areas compared to other assessment methodologies.

In one particular ignite session, panelists were asked to depict what the future of selection systems will look like. If you are not familiar with ignite sessions, presenters are tasked with presenting 20 slides each, each of which will automatically advance after 20 seconds. The panel was asked to focus on how artificial intelligence will make an impact on hiring processes in 2028. Thus, each panelist took the audience through a brief presentation of what they think employee selection systems will look like 10 years from now.

Below, we will take a look at what selection experts think will stay the same and what they feel will be much different.

What’s Staying the Same:

  • Competencies Important for Successful Job Performance

    One consensus of the panelists was that behavioral competencies important for success in roles now will stay the same in the future. For example, being goal-oriented in 2018 will still be just as important in 2028 for success in sales roles. One panelist put forth the idea that the act of manual job analysis (e.g., job observations, plant tours, focus groups) will become obsolete by 2028, as technology will allow us to store historical job analysis data and through a series of algorithms, map that information to other or similar roles.

    Read more: Should Your Hiring Process Change for New Manufacturing Technology? 
  • Candidate Experience

    How candidates perceive their experience through the hiring process, including their perceptions of the organization, was as area that panelists expressed as continuing to be important. One may argue that candidate experience will become even more important by 2028, especially if the tight labor market makes a return. Consensus was expressed around candidate experience as a key to shaping the employer of choice image.

    Related: How Important is Candidate Experience in Your Hiring Process?

What Will be Different:

  • More Objective Hiring Decisions 

    Because of technology advances, most panelists supported the idea that more objective and accurate hiring decisions will be made. After all, automation in hiring processes naturally causes less subjectivity and more of a focus on objective measures. One panelist felt there would be more descriptive data dashboards available to organizations regarding their candidate pool trends. One panelist went as far as to suggest that by 2028, “beauty” will become a protected class, as we will be able to define and measure this, increasing the fairness of hiring decisions.

  • More Automation will Occur

    As mentioned in the above point, a focus on automation means more accuracy in the hiring process. Automation also reduces the time burden that many recruiters and hiring managers face today interviewing and speaking with candidates in initial stages of hiring. Although the aforementioned are good things, automation does decrease the amount of interaction the candidate receives with the organization, which can impact candidate experience negatively.

    Related: How to Maintain a Positive Candidate Experience During High-Volume Hiring

When deciding if a trend is going to help your hiring process, don't forget to take a thorough look at its effects. In a recent whitepaper, we review current trends in employee assessments and what to consider when implementing into your hiring process. Although more and more companies are becoming more automated, it was cautioned that we should not complete sacrifice the human interaction component all for the objectivity of automation.

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Lindsey Burke Lindsey Burke is a Consultant based in the Pittsburgh office of PSI. She is largely responsible for client support and managing clients in industries including manufacturing, sales, and healthcare. Lindsey completed her M.A. in Industrial and Organizational Psychology from Xavier University and earned a B.A. and B.S. in Psychology from Kent State University.