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From the talk “The New Science of Talent Assessment: From Potential to Possibility”
Assessments add structure to hiring and talent decisions, but only when the evidence they produce is relevant, consistent and interpreted responsibly. Before you rely on one, ask these five questions.
Use these as a simple check before selecting, interpreting or relying on any assessment.
Start with the role, not the test. Define the capability the job needs, then choose a method that can observe it.
Instructions, tasks and scoring should be comparable, so differences in results come from the people, not from the process.
A score means little until you know what supports it: reliability, validity and benchmarks that fit this use.
It should be understandable, accessible and proportionate. More assessment is not automatically better assessment.
Technology can process responses and surface signals. It should not remove accountable human judgment.
“The strongest assessment professionals connect human behavior, evidence and a real decision — and know where the evidence stops.”
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A practical look at why assessment and AI decisions should begin with the problem being solved, not the technology being used.
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