And what about assessment? Since the COVID crisis, we’ve increasingly relied on online technology. A typical example: you send a case study to the candidate in advance, asking them to study it and deliver a presentation about it one hour later via Teams.
To ensure the work wasn’t done in collaboration with a colleague or family member, we asked candidates to keep their camera on and stay visible on screen.
Back then — two to three years ago — that approach felt fairly safe. Now, AI enables candidates to prepare such a case in no time at all. And AI delivers a solid action plan, complete with long-term vision, arguments, clear structure, timeline, and execution plan.
But is that really a problem? I hear you ask. Won’t the candidate also use AI in the job?
True. But we want to assess the candidate’s competencies — not those of AI.
So the main challenges are: How can we still assess candidates online without obvious AI interference? How can we ensure authentic, reliable behavioral competencies? How can we map reflexes and behavior? How can we reliably measure competencies such as vision, customer orientation, empathy, problem-solving, etc.?
