Graduate Selection in a Generative AI World.
The rapid evolution of AI technology has revolutionised various industries, and graduate recruitment is no exception. In particular, the emergence of generative AI tools like ChatGPT has brought about significant shifts in how students approach the job application process.
In a recent webinar (May 2023) we discussed what actions you can take to ensure your graduate selection design remains robust and fair.
The Implications of Generative AI on Graduate Selection.
This webinar followed on from our March webinar “The Implications of ChatGPT for the Graduate Industry.” Out of interest we conducted polls in March 2023 and May 2023 on who has used AI technology like Chat GPT and it’s evident from the results that people are becoming increasingly familiar with this technology. You can see these polls below.
Poll from March 2023 - 8% of participants had never heard of ChatGPT.
Poll from May 2023 and only 2% of participants had never heard of ChatGPT.
During the webinar Talent Solutions selection design specialist AJ Hodgson, discussed how the rapid advancement of AI technology poses both challenges and opportunities for graduate selection processes.
Cover Letters, CVs, and Application Forms:
Traditionally this is an area where candidates could always seek outside help. However, with the rise of AI tools, students are increasingly leveraging technology to enhance these materials. While AI-powered tools can aid and improve the quality of written responses, it is important to note that these tools are not the most predictive of candidates' abilities. Manual screening of CVs can introduce biases, highlighting the need for careful evaluation.
Psychometric testing:
Another crucial component of graduate selection, psychometric testing faces potential interference from AI. While tests like verbal and numerical assessments are susceptible to AI-generated responses, strict time limits and statistical norming help mitigate their impact. Other psychometric tests that assess different aspects of candidates' abilities are less prone to AI interference.
Video interviews:
Video interviews provide valuable insights into candidates' communication skills and suitability for the role. While AI can assist candidates in formulating responses to behavioural questions, it is important to optimise video interviews while considering the potential risks. Despite the presence of AI tools, video interviews retain their value in high-volume selection processes.
The Final Selection Stage:
The impact of AI tools in the final selection stage depends on the delivery method. In virtual processes, candidates may utilise AI during preparation time. However, time constraints and the specific nature of assessments limit the extent to which AI can provide an advantage. In-person assessments remain the ultimate way to assess candidates without AI interference. Organisations must also consider whether future employees will have access to AI tools in their day-to-day job and therefore evaluate the necessity of banning their use during assessments.
Talent Solutions Top Tips for redesigning your selection tools:
Clearly detail what each stage in the process is measuring.
Explore the assessment tools available to you.
Build complexity into your assessment tools.
Assess understanding of content and critical thinking.
Make it personal.
How Talent Solutions can support you:
• Process reviews • Success profiling • Design selection processes • Recommend online assessment tools • Design custom assessment tools • Assessor training • Virtual assessment centre platform • Proctoring tools
If you would like help in ensuring your graduate selection design remains robust and fair contact us here: seren@talentsolutions.co.nz
You can download the PDF slide deck here and watch the full webinar recording here.
