Author: Verity Ratcliffe
More and more we are seeing artificial intelligence (AI) used for selection purposes. HR practitioners and managers get excited about the opportunities to simplify and increase efficiency. While we too are excited by the potential of AI, we don’t think people are currently asking enough questions about what is inside the AI ‘black box’ and the potential impact of what they don’t know.
While AI promises efficiency and objectivity, it can’t provide the rigour and insight into a candidate’s soft skills and predict on-the-job success in the way that robust personality assessments can. Personality assessments stand out as providing the evidence and confidence needed for high stakes, effective talent selection.
AI can crunch information at lightning speed, but personality assessments capture the nuances of human behaviour that algorithms often miss. Scientifically validated tools, based on the Big Five Personality model, including Winsborough’s personality reports, powered by Assessio assessments, provide insights into communication styles, teamwork abilities, and problem-solving approaches – crucial soft skills that have been shown to drive workplace success.
Unlike AI systems that are still finding their footing, Big Five personality tools are backed by decades of research testifying to their ability to predict job performance. Big five tools have consistently shown strong relationships between certain personality traits and success in specific roles, giving employers valid information to feed into their hiring decisions.
AI tools currently used in soft skills assessment are often trained on limited datasets that do not reflect the full spectrum of human diversity. A keynote speech by UNESCO’s Stefania Giannini highlighted that only 100 of the world's 7,000 natural languages have been used to train top chatbots. This narrow focus can lead to biased outcomes and overlook valuable talent from underrepresented groups. Drage and Mackereth, indicate that even the attempted outsourcing of 'diversity work' to AI-powered hiring tools may unintentionally entrench cultures of inequality and discrimination.
The use of personality assessments can level the playing field, focusing results on job-relevant traits rather than demographic factors, to promote greater fairness and diversity in the selection process. We can’t wait to see what the future of AI brings, but in an era of AI ‘black boxes’, personality assessments offer clear, interpretable results. Candidates and employers alike can understand the rationale (and decision-criteria) behind the evaluation, fostering greater trust and transparency in the selection process. This not only enhances brand reputation but also lays the foundation for a positive employee experience.
Although AI may present an appealing option for streamlining selection, Big Five personality assessments continue to be the most robust, reliable, and scientifically validated method for understanding the complex landscape of human personality and soft skills. Their proven ability to predict success makes them an invaluable tool in any selection process. In the pursuit of finding the right candidate, these assessments provide critical insights that enhance decision-making and ultimately are likely to contribute to organisational success.
If you’re still wondering if you should invest in personality assessments, consider the question, what happens if I get this hire wrong?
Need more information? Contact the Winsborough Team:
winsborough.co.nz | 0800 222 061 | support@winsborough.co.nz