Technological advancements are dramatically changing how organizations evaluate the competencies of job applicants and employees. However, the adoption of technology-enabled assessment is outpacing the ability of researchers and practitioners to examine critical issues and understand the implications for organizations. This workshop will introduce participants to current and future (anticipated) trends in technology-enabled assessment, review the related empirical and legal literature, and provide guidance regarding the use of technology-enabled assessment for talent assessment.
- Distinguish technology-enabled assessment from traditional assessments
- Review current and future/anticipated trends in technology-enabled assessment
- Highlight gaps in the evidence base for technology-enabled assessment
- Identify requirements for the valid and legally defensible implementation of technology-enabled assessment
A. James Illingworth, Ph.D., is Assistant Professor of Industrial-Organizational (I-O) Psychology at the University of Central Florida (UCF) and founder of the talent management consulting firm Geode People. His research laboratory at UCF focuses on the application of new and emerging technologies to hiring and promotional assessments, including mobile devices, big data, machine learning, artificial intelligence, and virtual/augmented reality. Dr. Illingworth’s research has been published in the International Journal of Selection and Assessment, Industrial and Organizational Psychology: Perspectives on Science and Practice, Journal of Business Psychology, and Personality and Individual Differences, as well as a recent book chapter about the application of big data to talent assessment and selection. Prior to joining UCF, he worked for 12 years as a consultant to federal government agencies (e.g., ATF, DEA, FAA, FBI, GAO) and Fortune 500 organizations (e.g., Bank of America, Bristol-Myers Squibb, Coca-Cola Enterprises, Lowe’s, Tesoro, Walmart, Wells Fargo) across a wide range of industries and job levels. His areas of expertise include job analysis and competency modeling; assessment development, validation, and implementation; performance management; employee training and development; and the legal compliance and defensibility of personnel selection processes. Dr. Illingworth received his M.S. and Ph.D. in I-O Psychology from The University of Akron in 2004.
Betsir Zemen, M.S., is a doctoral student in the Industrial-Organizational (I-O) Psychology program at the University of Central Florida (UCF). She is a McKnight Doctoral Fellow and a former National Achievement Scholar, Maryland Distinguished Scholar, and University of Maryland Baltimore County Premier Scholar. Her research interests include technology-enabled assessment, big data analytics, psychometrics, and the influence of genetics on organizational behavior. She previously worked as a Research Assistant at the University of Maryland School of Medicine and an intern at the National Institute on Drug Abuse. She currently works as a Research Psychologist at the Naval Air Warfare Center Training Systems Division and a consultant for Lumina Datamatics Assessment and Analytics. She graduated with a B.S. in Biological Sciences from the University of Maryland Baltimore County in 2012 and received her M.S. in I-O Psychology from UCF in 2016.