The
Federal Authority for Government Human Resources (FAHR) recognizes the
importance of artificial intelligence and its significant role in various
fields. It works tirelessly to invest in the creation of federal
government-level human resources systems and solutions, benefiting the overall
human resources system as a whole.
FAHR has
released a new guide for the use of contemporary artificial intelligence
approaches in talent assessment as part of its ongoing efforts to deploy and
harness the usage of artificial intelligence in the creation and enhancement of
human capital. Both people seeking employment in the federal government sector
and those currently employed in it should refer to this guidance.
Ministries
and federal entities can use the framework provided by the guide (Guidelines
for the Use and Evaluation of Artificial Intelligence in Talent Assessment) to
assess the effectiveness of the systems and technologies that integrate and use
artificial intelligence to evaluate candidates for employment.
Artificial
intelligence techniques could potentially eliminate any possibility of bias or
suspicion in the evaluation process toward one person over another when used in
job talent assessment processes for the purpose of making employment-related
decisions in ministries and federal entities.
There are
often two types of job talent assessment using artificial intelligence
techniques: (pre-employment assessments and post-employment assessments).
In order
to minimize any potential risks associated with the review process utilizing
artificial intelligence tools, the FAHR proposed six key questions that might
be asked in the guide. The guide also mentioned that there are a variety of
assessment forms and methods, some of which just need basic technology, like
the personal interview, while others require more complex technology, such
virtual reality simulations.
This
occurs at a time where talent assessment, like many other businesses, is going
through a period of expansion and innovation. Artificial intelligence techniques
are used to accomplish this, helping to raise the standard evaluation ratings
and improve the accuracy of assessments. Moreover, new assessments that collect
previously inaccessible information from candidates, like audio and visual
data, can be developed.
Salwa Abdullah
Director of Project and Program Management
Federal Authority for Government Human Resources