Ep 6: Assessment Validity and AI to Find Hidden Potential with Dr. Harold Goldstein and Arthur Tisi

Bob speaks with Arthur Tisi and Dr. Harold Goldstein about AI and assessments in the workplace. They discuss the use of personality tests, the limitations of social media data, and the importance of using multiple data sources to gain a holistic view of individuals. They also emphasize the need for validity in assessments and the connection between behavior and outcomes. The conversation continues with an exploration of AI in talent acquisition, the challenges associated with it, and the importance of ethical considerations and bias mitigation. They discuss the need for organizations to adopt a more holistic and personalized approach to talent acquisition, rather than relying on traditional methods. They emphasize understanding individuals deeply and supporting their development and growth. The potential of AI to enhance various aspects of business operations, such as sales effectiveness, talent management, and decision-making, is also highlighted. The conversation concludes with advice for upskilling and leveraging AI in career development.

In this episode, we look at AI, personality assessments, social media data, data sources, validity, behavior, outcomes, music, talent acquisition, explicit data, implicit data, bias, assessments, test prep, passive candidates, active candidates, strategic workforce planning, sports analytics, organizational development, urgency, human capital, AI potential, talent management, decision-making, employee potential, interdisciplinary collaboration, upskilling, and career development.

Key Takeaways

Personality tests can provide insights into individuals' capabilities and behaviors in the workplace, but they should not be the sole method of assessment.
Using multiple data sources, both internal and external, can help create a more complete picture of individuals' talents and behaviors.
The validity of assessments is crucial, as they should be connected to actual behavior and outcomes in the workplace.
The intersection of AI and personality assessments offers the potential for deep insights into individuals' personalities and behaviors.
Ethical considerations arise when using AI in assessments, and biases can be a concern.
Organizations should have a sense of urgency and think in-depth about their talent, providing support for development and growth.
AI has the potential to enhance various aspects of business operations, such as sales effectiveness and talent management.
Before seeking external talent, organizations should optimize the potential of their existing employees.
Intellectual curiosity and interdisciplinary collaboration are key to leveraging AI and enhancing AIQ.
Individuals should focus on upskilling and embracing AI to stay relevant in their careers.

Sound Bites

"You want to augment that with additional ways of measuring individual talent and then look for convergence."
"We have much stronger correlations based on what we refer to as validity."
"Don't over-rely on one approach."
"AI can be quite a boost or enhancement to the kinds of things."
"Invest a little bit more and move people around."
"Truly use AI to create an optimal team."

Chapters

00:00 Introduction and Background of the Guests

03:00 The Role of Personality Tests in the Workplace

06:04 The Importance of Multiple Data Sources in Assessments

08:54 The Need for Validity in Assessments

12:09 Exploring the Intersection of AI and Personality Assessments

15:11 The Role of AI in Talent Acquisition

17:16 Balancing Explicit and Implicit Data in Assessments

24:34 Ethical Considerations and Biases in AI Assessments

31:20 Moving Towards a Holistic Approach to Talent Acquisition

47:26 The Need for Urgency in Talent Acquisition

53:44 Lessons from Sports Analytics for Strategic Workforce Planning

58:29 Unlocking the Potential of AI

59:47 Optimizing Existing Talent

01:04:52 Intellectual Curiosity and Collaboration

01:07:38 Elevating Your AIQ: Upskilling and Career Development

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