According to a recent survey by Talogy, a talent management solutions company, the candidate’s use of AI to complete digitized skills and aptitude assessments is starting to raise some red flags. 65% of hiring managers reported that they are “somewhat” or “very” concerned about candidates taking advantage of AI technologies to score higher on their on line assessments. 22% of job seekers admitted to using AI when completing an on line assessment exercise.

A Solution?

Here’s some interesting news. In a separate survey Talogy found that when employers used an up front “honesty contract” before starting on an assessment, the number of candidates using outside support (either generative AI, search engine queries, or help from family and friends) dropped to 13%. 

Ted Kinney, VP of R and D at Talogy recently stated – “Confidence in assessment effectiveness needs to be restored if the recruitment process is to be a success.  This is where the honesty contract can play a pivotal role.”

Kinney also made note of the fact that there are actually two ways to look at this “assessment assistance” issue.  If a candidate seeks “help” during an assessment exercise it might be interpreted as either 1) their willingness to cheat to achieve a goal  (a not so good trait), or 2) the sign you are working with a high-potential candidate who is simply using all available resources to succeed (a good thing).

The survey included responses from 560 hiring managers and 138 job seekers.