The popularity and promise of IOP applications of Artificial Intelligence is on the rise. An important question that is currently being asked by practitioners is: What are the best ways for IO Psychologists to use AI?
In a previous article, we discussed important considerations and caveats that IO Psychologists ought to consider when investigating AI integrations. In today’s article, we review 3 promising applications of AI that IO Psychologists might want to consider in the very near future.
1. Using AI to reduce rater bias
Since the cognitive revolution of the 50s in Psychology, we’ve become increasingly aware of the multitude of biases inherent in normal human thought and judgement. Nowhere has this been more apparent in the field of talent selection: indeed, such biases are some of the key reasons why objective assessments routinely outperform subjective judgements when making selection decisions.
And while attempts have been made to reduce bias and subjectivity in talent selection (e.g. structured and traditional interviewing), bias still remains a problem.
AI is a natural antidote to bias because machine learning can be used to bypass or ignore extraneous variables that normally confound human judgment.
For instance, by using natural language recognition and analysis, AI can be employed to categorise and rate answers to interview questions and similar measures that rely on written or spoken answers.
By focussing only on the content of the answer and ignoring elements such as physical appearance, race and gender, AI may well do a far better job than human interviewers.
2. Using AI to streamline recruitment and selection processes
In the new world of work, companies have more applicants and more applicant data than ever before. Using machine learning and AI, talent professionals can mine applicant data sets for variables and relationships between variables that predict success or organisation fit.
Indeed, a recent global study commissioned by HR.com showed that the top two applications that HR professionals identified with AI were (1) to help find better qualified candidates and (2) to streamline the applicant sifting process.
While practical IOP applications of Artificial Intelligence to the above processes are only now beginning to emerge, it promises to be one of the most rapidly emerging AI solutions available to IO Professionals.
3. Using AI in evaluating text and speech
One productive and exciting avenue of AI application is its use in recognising, analysing, and categorising of natural language. In recent years, vast strides in this field have been made by AI and machine learning researchers.
What this means for IO Psychologists is that measures that rely on language content such as interviews, assessment centres, in-baskets, and similar tools can now be processed by AI. This holds benefits in both accuracy and speed.
Because of the speed at which AI can analyse data, high volume implementations of such measures need not be as onerous as they once were. In addition, best practices of rating answers can be incorporated into AI algorithms, thus ensuring more accurate, less biased evaluations.
Of course, getting the most out of such applications will still depend on IO Professionals’ accurate and unbiased application of best practice psychological science in constructing algorithms and enabling machine learning.
AI is here to stay and its potential uses will likely increase as IO Professionals find new and innovative ways to leverage its considerable power in their work inside organisations.
The above three IOP applications of Artificial Intelligence represent the tip of the iceberg of what is yet to come, but we think they are among the most immediate and useful examples of AI in IO Psychology.
TTS is actively involved in research on AI applications along with our product partners and international experts in AI and machine learning. If you’re interested in how we can help to innovate your talent practices, why not connect with us at email@example.com?