2024 Trends in Talent Assessment: Navigating Challenges and Embracing Opportunities

As we emerge from the holidays and begin our journey into the new year, it feels like a good time to think about what 2024 might have in store for us and for our clients. Without stating the obvious, we have seen a period of great change in the last 5 years, and this looks set to continue. In this article, we delve into four key themes that are shaping the trends, challenges, and opportunities in talent assessment for the year 2024.

1. The Continuing Rise of Artificial Intelligence (AI) in Talent Assessment:

Artificial Intelligence (AI) is at the forefront of revolutionising talent assessment, offering innovative solutions that streamline and enhance the entire assessment process. Advanced AI algorithms can now analyse vast datasets, enabling more accurate predictions of candidates' potential and fit for specific roles. Chatbots and virtual assistants powered by AI are transforming the candidate experience, providing a more interactive and personalised assessment environment.

Despite these advancements, challenges arise, particularly in ensuring the ethical use of AI in assessments. As AI becomes more commonplace in assessment technology, we must focus on maintaining the fairness and transparency of AI-driven tools. Striking a balance between technological innovation and ethical considerations is essential for building trust in the assessment process.

Alongside that, with the advent of Large Language Models (LLMs) like Chat GPT becoming more accessible to applicants, the assessment landscape will change. LLMs are offering candidates a means of inflating their scores, and assessments providers need to work with their clients in the same way we did when internet-based testing first arose in the 90's. Proctoring and verification strategies will be back on the agenda, along with an influx of new ways of assessing candidates.

2. Diversity, Equity and Inclusion (DEI)-Centric Assessments:

In 2024, the importance of fostering diversity, equity, and inclusion is not just a corporate ethos but a fundamental aspect of talent assessment and as a result is being pushed higher up the agenda in talent management. Assessment technology companies have focused on integrating DEI principles into their assessments, aiming to reduce biases that may disproportionately impact candidates from diverse backgrounds. This focus on fairness in assessments contributes not only to creating a more inclusive workplace but also to unlocking a wider range of talents and perspectives. In 2024, we expect DEI to continue to be especially important but with better integration into organisations and becoming more ‘business as usual.’

3. Skills Testing for Precision Hiring:

In the dynamic landscape of 2024, skills testing takes centre stage as organisations seek precise and objective measures of candidates' capabilities over degree credentials or certain qualifications. However, the definition of ‘skills’ varies by industry and organisation. In 2023, some organisations pivoted towards assessing technical skills such as coding skills or data input skills. We predict that 2024 will see a move towards a more holistic approach to assessing skills and job fit which will include technical skills and behavioural skills such as resilience, communication, learning agility and problem-solving. The latter becoming even more important as we see LLMs taking on the more mundane aspects of work, thus allowing humans to be ‘more human’.

Assessments are evolving to include simulations, practical exercises, and real-world scenarios that provide a more accurate reflection of candidates' skills and potential contributions to the workplace. This change in focus will allow organisations to broaden their talent pool, contributing towards better diversity and inclusion, as well as opening the doors to wider development opportunities internally.

4. Talent Development Initiatives:

Beyond hiring, organisations are recognising the crucial role of talent development in nurturing and retaining their high performers. This aligns with the broader trend of continuous learning and upskilling in the workplace today given the shortage of available talent in the market and reduced recruitment activity. By focusing on talent development, organisations can foster a culture of lifelong learning and adaptability. In 2024, we expect more organisations to focus on talent development and internal mobility, increasing the need for objective skills and potential assessment (alongside job performance information) to identify top talent to nurture and invest in.

In conclusion, we predict 2024 could be a defining moment for talent assessment, guided by the convergence of AI, DEI, skills testing, and talent development. Embracing these trends presents an opportunity to shape the future of talent assessments, fostering a workplace where diversity is celebrated, skills are accurately measured, and individuals are empowered to continuously evolve and thrive. What’s not to love about that?