FAHR: The use of “Artificial Intelligence” in Talent Assessment

TheFederal Authority for Government Human Resources (FAHR) recognizes theimportance of artificial intelligence and its significant role in variousfields. It works tirelessly to invest in the creation of federalgovernment-level human resources systems and solutions, benefiting the overallhuman resources system as a whole.

FAHR hasreleased a new guide for the use of contemporary artificial intelligenceapproaches in talent assessment as part of its ongoing efforts to deploy andharness the usage of artificial intelligence in the creation and enhancement ofhuman capital. Both people seeking employment in the federal government sectorand those currently employed in it should refer to this guidance.

Ministriesand federal entities can use the framework provided by the guide (Guidelinesfor the Use and Evaluation of Artificial Intelligence in Talent Assessment) toassess the effectiveness of the systems and technologies that integrate and useartificial intelligence to evaluate candidates for employment.

Artificialintelligence techniques could potentially eliminate any possibility of bias orsuspicion in the evaluation process toward one person over another when used injob talent assessment processes for the purpose of making employment-relateddecisions in ministries and federal entities.

There areoften two types of job talent assessment using artificial intelligencetechniques: (pre-employment assessments and post-employment assessments).

In orderto minimize any potential risks associated with the review process utilizingartificial intelligence tools, the FAHR proposed six key questions that mightbe asked in the guide. The guide also mentioned that there are a variety ofassessment forms and methods, some of which just need basic technology, likethe personal interview, while others require more complex technology, suchvirtual reality simulations.

Thisoccurs at a time where talent assessment, like many other businesses, is goingthrough a period of expansion and innovation. Artificial intelligence techniquesare used to accomplish this, helping to raise the standard evaluation ratingsand improve the accuracy of assessments. Moreover, new assessments that collectpreviously inaccessible information from candidates, like audio and visualdata, can be developed.

Salwa Abdullah

Director of Project and Program Management

Federal Authority for Government Human Resources