Industrial and Organizational Assessment

More than Just a Control Variable: Age in the Workplace and Lingering Measurement Issues (Keynote)

Donald M. Truxillo, Kemmy Business School, University of Limerick

As a result of the “graying” of the workforce in industrialized societies, research on age and work has increased over the past decade. This demographic shift has sparked a number of research questions, such as how to manage age diversity, how to support the productivity and well-being of older employees, and how to encourage people to delay retirement in order to sustain retirement systems. This increased research interest on age in the workplace has uncovered a number of measurement questions related to managing an aging workforce. In this presentation, I will highlight some psychological measurement challenges associated with several strands of the aging workforce literature. I will also discuss questions around age-related changes that may lead to differences in cognitive and non-cognitive assessments and the workplace implications

Date: 27 May 2021, 5 p.m. (Berlin time)

Register: Send email to eapa.online.event@gmail.com and state your name, the event(s) you want to attend and the email address we can contact you with.

Recruitment and selection: Using machine learning and psychometrics to pick the best talents (Symposium)

Jorge Sinval, William James Center for Research, ISPA-IU & Business Research Unit, Iscte, Lisbon, Portugal

Recruitment and selection (R&S) are ubiquitous in the lives of organizations. R&S are processes of capital importance to the strategic capture and retention of talents, adding value to the human resources of any company through continuous improvement of their skill set, which benefits the organization as a whole. This happens particularly when the fit between candidate, job and organization is optimized. R&S processes have evolved and became mainly taken by digital environments. The Digital Talent Ecosystem (DTE) is an integrated web platform, aiming to digitize the IT Talent market and the interaction between its various stakeholders. Different psychometric instruments were developed or adapted to measure both attitudes (e.g. employer branding, openness towards organizational changes, intention to quit) and cognitive skills (e.g. numerical reasoning, multitasking, short-term memory). To measure some constructs (e.g. personality, emotional intelligence) situational judgment tests were developed. All the instruments were assessed in two moments in terms of their psychometric properties, both considering the classical test theory and item response theory paradigms. In this symposium, some of the DTE’s latest developments will be shared, in terms of the psychometrics’ and machine learning’s applications.

Behind the Curtain of HR Selection Tools: Situational Judgement tests

Beatriz Regina Trigo – Iscte – Instituto Universitário de Lisboa

Situational Judgment Tests (SJT) include job-related descriptions of situations to which participants are instructed to respond using a set of answer options. This type of testing has been around since the 1920s, but they have recently resurged as a popular assessment method, due to demonstrated favourable levels of face, criterion, incremental, predictive, and ecological validity. The literature has also revealed adaptability to different presentation formats, accessibility to different subgroups, economical administration, easy scoring, and positive user ratings. In the current presentation we aim to describe the Neotalent’s Digital Talent Ecosystem where such methods are used to assess different IT candidates’ organizational profiles. Findings are discussed considering the importance of SJT to evaluate creativity, personality, and emotional intelligence. Moreover, we discuss the use of different psychometric approaches and strategies to improve the predictivity of SJT considering alternative measures of criteria. Finally, we discuss the advantages that artificial intelligence and machine learning may provide in addressing the limitations of these measures.

A new breed of resume

Hugo Amaro – Instituto Pedro Nunes, Coimbra (Portugal), Jose Silva – Instituto Pedro Nunes, Coimbra (Portugal)
Paulo Rupino – University of Coimbra (Portugal), Paulo Almeida – Neotalent, Lisbon (Portugal)

The resume, that beautifully crafted career log we all need to have as professionals and rely on as employers, hasn’t fundamentally changed since Da Vinci wrote his own at 1482. It’s a self-presentation and self-assessment, tailored to match specific roles, highlighting convenient truths and dimming unflattering ones. Why are we all still dependent on such a fallible and potentially misleading tool? One of the goals we have on our Digital Talent Ecosystem is to establish the basis for a universal digital career logbook, a ledger of a person’s validated career and academic events. Could this be an entirely different breed of resumes? How is such a concept compatible with the present day concerns and legislation regarding privacy? And finally, how the blockchain technology played a major role in our devised solution? These are the questions we plan to answer during our presentation.
 

AI-powered recruitment

Hugo Amaro – Instituto Pedro Nunes, Coimbra (Portugal), Jose Silva – Instituto Pedro Nunes, Coimbra (Portugal), Paulo Almeida – Neotalent, Lisbon (Portugal)

Some say it will do wonders, others that it will bring us to the end of our civilization. Artificial Intelligence is an hot topic even in the Humans Resources field. Can Artificial Intelligence help deal with some of the shortcomings of recruitment as we know it? Such as bias, lack of talents, hard to fulfill position requirements, incomplete talent data and bad candidate experience, while at the same time promote career building and continuously progression by matching of the talent's experience and career path with the job opening's expectation and outcome.

The wind of (digital) change

Paulo Almeida – Neotalent, Lisbon (Portugal)

In IT talent market, an unprecedent high demand for the right talent is colliding with an unprecedent high demand for the right mission. This context is creating huge pressure on all People roles. Available talent is not enough. Acquiring talent takes too much time. Talent assessment and selection is getting more complex. Mistakes are easy to make. We need new business models and innovative ways to use existing tools to deliver talent and capacity at the pace the market requires.

Date: 27 May 2021, 3 p.m. (Berlin time)

Register: Send email to eapa.online.event@gmail.com and state your name, the event(s) you want to attend and the email address we can contact you with.