A few decades ago, Artificial Intelligence (AI) seemed fictional. Today, this is a reality, gradually becoming a part of our work and personal life. Industries like agriculture, healthcare, military, legal, and automotive are embracing AI for improved automation and intelligent process workflows.
With these tectonic shifts, the role of AI in the knowledge assessment landscape is also emerging due to benefits like precision, high candidate experience, reduced bias, and better hiring efficiency.
Learn more about AI in knowledge assessments.
As technology evolves, our knowledge and application should also adapt.
COVID-19 is an interesting example. During the pandemic, organizations needed to find a way to continue operations, including developing their learners. This was mainly achieved through video calls. While this is an old technology, further developments such as screen sharing, virtual whiteboards, and document sharing were added to improve the experience when working remotely.
Similarly, digital assessments existed before the pandemic. However, features like remote proctoring, AI-assisted proctoring, and automated scheduling added value to online assessments. This improved user experience and reduced the time and resources spent developing and evaluating assessments. The variety of devices allowing online assessment using minimal bandwidth has progressed significantly.
Hiring managers are increasingly offering upskilling and reskilling opportunities to the workforce. This implies that it is imperative to correctly assess domain-specific skills and candidates’ talent relevance for job positions.
Therefore, other than evaluating tech skills, hiring managers are utilizing AI-based knowledge assessments to understand candidates’ psychometric intelligence. For instance, situational judgment assessments, caselets, and other formats help measure candidates’ behavior and emotional responses under crucial circumstances.
AI also allows the understanding of emotional intelligence and candidates’ interpersonal skills during video interviews.
In other words, AI in knowledge assessments helps evolve the workplace. It allows companies to hire tech and domain-specific candidates matching job profiles’ personality, behavioral, and interpersonal skills requirements.
As new technology enters the market and examples of AI-enhanced features disrupt various industries, a new and improved approach is necessary. Learn how AI in knowledge assessments benefits organizations:
AI has the power to analyze and utilize large sets of data when compared to humans. That means AI-assisted knowledge assessments will have enhanced analytics, precise results, and favorable outcomes.
Human evaluations are prone to personal bias. AI knowledge assessments are designed using scientific and objective methods that eliminate bias from the evaluation process. AI gauges candidates' domain-specific skills, critical thinking, and creativity without any predisposed belief or knowledge.
Using AI knowledge assessments helps hiring managers evaluate outcomes quicker. That's because human evaluation is processed at the speed of the evaluator or examiner. AI has the capability to judge human behavior and learn patterns to adjust evaluation and offer rapid and dedicated outcomes.
AI-based knowledge assessments offer high-quality and interactive interfaces to test takers. This means that candidates can resolve queries in real time and receive a dedicated experience based on their preferences. It helps hiring managers improve candidates' engagement and loyalty towards their company.
AI-based knowledge assessments intelligently automate the screening process in the initial stages of recruitment. They can evaluate applicants’ experience, skills, and language ability to shortlist them for specific job positions. The process can be improved by feeding historical data of experienced employees and their skills to understand what skills and competencies are necessary for new job roles.
AI helps improve the efficiency of online interviews. It detects candidates’ speech, word choices, body language, and facial expressions to understand their suitability for specific job roles.
AI-based knowledge assessments are powered by NLP and machine learning algorithms that interpret huge data sets. Analyzing this data from past hiring drives helps recruiters predict people’s behavior and make data-driven decisions.
NLP additionally allows the processing of candidates’ speech and text to understand their intent and gauge confidence while answering interview or assessment questions.
Many knowledge assessments employ AI chatbots for candidates in the test environment. This chatbot is equipped to understand candidate behavior over time, resolve queries in real time, and update candidates about important details. Overall, improving candidates’ engagement and test-taking experience.
As technology changes and job roles adapt, employers will seek more from potential candidates, including relevant knowledge, skills, competencies, and attitudes.
The way hiring managers assess these areas is vital in the hiring process. Using AI-assisted knowledge assessments hiring managers can gauge candidates’ skills in problem-solving, adaptability, and effective communication.
Mercer | Mettl’s suite of online assessments helps hiring managers analyze candidates’ interpersonal, behavioral, personality, and technical skills. Further, Mercer | Mettl’s SecureProctor, allows recruiters to utilize AI capabilities to offer an interactive interface and utilize AI-proctoring for unbiased and personalized hiring decisions.
Originally published August 4 2023, Updated August 4 2023
Vaishali has been working as a content creator at Mercer | Mettl since 2022. Her deep understanding and hands-on experience in curating content for education and B2B companies help her find innovative solutions for key business content requirements. She uses her expertise, creative writing style, and industry knowledge to improve brand communications.
The accelerated pace at which businesses are rushing toward digitization has primarily established that digital skills are an enabler. It has also established the ever-changing nature of digital skills, and created a need for continuous digital upskilling and reskilling to protect the workforce from becoming obsolete.
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