ChatGPT, Psychometric Assessments, and Ethical Hiring

ChatGPT and other Artificial Intelligence (AI) services are getting a lot of attention lately. They are surprisingly useful and efficient at certain tasks, but they can also exhibit almost comical levels of dingbattery at others.

One of the areas where AI gets a lot of blowback is in the field of Human Resources in general and hiring in particular.

We wanted to see what ChatGPT, arguably the most well-known AI in use today, had to say about about ethical hiring and the use of psychometric assessments in that context.

Below, we list four questions presented to ChatGPT and its response.

• "What are the top five maxims for ethical hiring?"
• "Can an employer hire effectively and efficiently while also hiring ethically?"
• "Can a psychometric assessment like the Core Values Index be used ethically as a hiring tool?"
• "Does the use of psychometric assessments like the Core Values Index in hiring lead to better or worse employment outcomes?"

Our comments are in bold.

Q: "What are the top five maxims for ethical hiring?"

ChatGPT's response:

When it comes to ethical hiring practices, there are several principles that organizations should follow to ensure fairness, transparency, and equal opportunities for all candidates. While there may be various maxims, here are five important ones:

eRep: We have noticed that ChatGPT is well organized in its responses, often providing answers in a summary-list-disclaimer format. Its tone is somewhat professorial and dry, however, lacking the emotional engagement you'd expect from a human writer.

1. Non-Discrimination: The principle of non-discrimination is a fundamental aspect of ethical hiring. Employers should ensure that no candidate is discriminated against based on their race, color, religion, sex, national origin, disability, or any other protected characteristic. All candidates should be evaluated solely based on their qualifications, skills, and suitability for the position.

eRep: To the point and listing the important things first. We're off to a good start.

2. Equal Opportunity: Organizations should strive to provide equal opportunities for all candidates. This means ensuring that the recruitment and selection processes are fair, transparent, and open to a diverse pool of candidates. Steps should be taken to remove any barriers that may hinder certain individuals or groups from applying or progressing in the hiring process.

eRep: Again, ChatGPT made a great point, but it would probably require some additional questions to get specific steps, such as, "How can an employer ensure they are providing equal opportunity to all potential candidates in the hiring process?"

3. Merit-Based Selection: Ethical hiring emphasizes selecting candidates based on their merits and qualifications. Employers should establish clear and objective criteria for evaluating candidates and make hiring decisions based on these criteria. The process should be free from bias, favoritism, or any form of unfair advantage.

eRep: The succinct and direct approach ChatGPT is presenting so far is impressive and well said.

4. Privacy and Confidentiality: Respecting the privacy and confidentiality of candidates is crucial in ethical hiring. Personal information provided by candidates should be handled with care, and organizations should have appropriate measures in place to protect this data. Furthermore, any information shared during the recruitment process should only be used for the intended purpose and not be disclosed without consent.

eRep: This point is not typically included when you ask experts how to hire ethically, yet it is an important one. So far, ChatGPT hasn't missed a step.

5. Transparency and Communication: Employers should maintain transparency throughout the hiring process. Clear and honest communication about job requirements, expectations, and the selection process should be provided to all candidates. Feedback should be given when requested or when a candidate is not selected, helping them understand the reasons for their outcome and providing them an opportunity for growth.

eRep: The final point about transparency and communication applies to effective recruiting and hiring in general as well as doing so ethically.

These maxims provide a foundation for ethical hiring practices. However, it's important to note that hiring processes may vary across organizations and jurisdictions, and additional considerations may be necessary to ensure compliance with local laws and regulations.

eRep: The responses we get from ChatGPT typically include these type of disclaimers and admonitions of caution. We wonder if the lawyers at OpenAI, the developers of ChatGPT, came up with this idea.

Q: "Can an employer hire effectively and efficiently while also hiring ethically?"

ChatGPT's response:

Yes, an employer can hire effectively and efficiently while also adhering to ethical hiring practices. In fact, ethical hiring can contribute to the overall effectiveness and efficiency of the hiring process. Here's how:

eRep: ChatGPT's response not only immediately answers the question with a straightforward yes or no answer, but it also mentions the benefits of taking its advice before getting into the details of how. Interesting...

1. Targeted Recruitment: Ethical hiring does not mean compromising on finding the best-fit candidates. By focusing on reaching out to a diverse pool of qualified candidates and using targeted recruitment strategies, employers can increase their chances of finding highly skilled individuals who are the right fit for the role. This can enhance the effectiveness of the hiring process by attracting a wider range of talent.

eRep: Although we feel ChatGPT's statements are true, they have a bit of a sales-ish buzzwordy feel to them. Let's see if that trend continues.

2. Streamlined Selection Criteria: Ethical hiring emphasizes selecting candidates based on their qualifications and suitability for the position. By establishing clear and objective selection criteria, employers can streamline the evaluation process and make efficient decisions. This helps to eliminate bias and subjectivity, leading to more effective hiring outcomes.

eRep: A nice mix of concrete advice with reminders of the benefits you gain when taking that advice...

3. Fair Evaluation Methods: Employers can implement fair evaluation methods, such as structured interviews, skills assessments, and work samples, to assess candidates objectively. These methods allow for efficient evaluation of candidates' capabilities and potential, resulting in more accurate hiring decisions.

eRep: This point is a bit weak, essentially stating what should be obvious to most employers (some still need to hear it, though, unfortunately).

4. Transparent Communication: Maintaining transparent communication with candidates throughout the hiring process not only promotes ethical behavior but also enhances efficiency. Clear communication about the timeline, expectations, and next steps helps candidates understand the process and reduces unnecessary follow-ups or inquiries. This saves time for both the employer and the candidates.

eRep: We can start to see patterns in the words and phrases ChatGPT uses to answer similar questions. It can feel a bit canned sometimes, but it's a computer, so we can't (yet) expect Shakespeare or Wordsworth.

Never anthropomorphize AI's. They hate it when you do that.

5. Effective Onboarding: Ethical hiring practices extend beyond the selection process. Once candidates are hired, employers can ensure a smooth onboarding process that supports their integration into the organization. Effective onboarding helps new employees become productive faster, reducing the time and resources required for training and orientation.

eRep: This final point was almost completely devoid of specifics and all about the generalities and marketing-speak.

By aligning their hiring practices with ethical principles, employers can create an environment that fosters trust, promotes diversity and inclusion, and attracts top talent. This, in turn, leads to more effective and efficient hiring outcomes.

eRep: This was an example of a ChatGPT response that didn't include a "It depends" or "Be cautious" type of disclaimer. More sales-speak.

Q: "Can a psychometric assessment like the Core Values Index™ be used ethically as a hiring tool?"

ChatGPT's response:

The ethical use of psychometric assessments, including the Core Values Index (CVI), as a hiring tool depends on several factors. When considering the ethical use of any assessment in the hiring process, organizations should take the following into account:

eRep: We were curious how much ChatGPT knows about the CVI, so we included mention of it in our question. Based on other questions we've asked as part of our research on this article, it was surprising how much ChatGPT knew about the CVI and how it worked. It got some things completely wrong, however, such as confusing Builders with Bankers in some responses. Note that when ChatGPT gives an incorrect answer, you can provide corrections. It reflects that learning later in your conversation.

1. Validity and Reliability: The psychometric assessment, such as the CVI, should have strong evidence of validity and reliability. This means that the assessment has been rigorously tested and demonstrates consistent and accurate results. The CVI should be based on sound scientific principles and have evidence supporting its effectiveness in predicting job performance or relevant characteristics.

eRep: ChatGPT loses track of the subject and conflates the specifc with the general, something a human editor would catch and correct, but otherwise its advice is solid.

2. Job-Relatedness: The assessment should be directly related to the specific requirements and competencies of the job in question. It should assess traits or abilities that are critical for success in the role. Using the CVI or any assessment that is not job-related could be seen as unfair and irrelevant to the hiring decision.

eRep: This response differs a bit from our perspective. Its first declaration that the assessment "...should be directly related to the ... job in question" has some validity in some circumstances, but with a quality assessment like the CVI, that would actually detract from its usefulness and accuracy. Because the CVI doesn't function within the context of a particular job, it more accurately assesses and reflects the underlying, innate and unchanging nature of the individual's personality.

3. Fairness and Non-Discrimination: The assessment should not discriminate against any protected groups, such as those based on race, gender, or other protected characteristics. It should be administered and evaluated in a consistent and fair manner for all candidates. Organizations should ensure that the use of the CVI does not disproportionately disadvantage any specific group.

eRep: Well put. The only requirement for taking the CVI effectively is an adequate vocabulary. We have found that any individual aged 13 or higher can take the CVI and expect accurate yet unbiased results.

4. Informed Consent and Transparency: Candidates should be provided with clear information about the purpose, nature, and consequences of the assessment. They should have the opportunity to give informed consent and understand how the results will be used in the hiring process. Transparency about the assessment's purpose, scoring methods, and interpretation is crucial to maintaining ethical standards.

eRep: Every employer who implements the Core Values Index as part of their hiring process can use it in different ways. Transparency on the employer's part is crucial. Again, ChatGPT gets it right.

5. Confidentiality and Data Protection: Organizations should handle the data collected through the assessment with utmost confidentiality and adhere to relevant data protection laws and regulations. Candidates' personal information and assessment results should be securely stored and only accessed by authorized individuals involved in the hiring process.

eRep: eRep values and protects the privacy of our user and employer data. You may read our Privacy Policy here.

6. Accessibility and Accommodations: Organizations should make reasonable accommodations for candidates with disabilities or other special needs to ensure equal access to the assessment. This may involve providing alternative formats or adjusting the assessment process to accommodate diverse candidates.

eRep: This point applies to all tools and processes during the hiring process. It's great to see ChatGPT covering all the bases.

By following these ethical considerations, organizations can use psychometric assessments like the CVI in a responsible and fair manner, aligning the assessment process with the principles of non-discrimination, fairness, transparency, and respect for candidate privacy.

eRep: The summary at the end of ChatGPT's response to our question was a bit of sales-speak that most people will skip over or not read at all, but it also doesn't make any claims or statements that are misleading or inaccurate. So that's a good thing.

Q: "Does the use of psychometric assessments like the Core Values Index in hiring lead to better or worse employment outcomes?"

ChatGPT's response:

The use of psychometric assessments, including the Core Values Index (CVI), in hiring can have varying effects on employment outcomes. It depends on several factors, including the quality of the assessment, how it is used, and its alignment with job requirements. Here are a few considerations:

eRep: ChatGPT starts off right away with an "It depends" answer. Whether we like it or not, this is actually the truth. It depends. Probably the biggest impact on the effectiveness of the CVI on hiring outcomes is if the employer actually uses the CVI's results in their decision, and then keeps the employee's role and responsibilities aligned with their psychometric profile.

If an employee with a CVI profile of Innovator/Banker is hired for a role that is better suited to a Merchant/Builder, that employee will quickly become disengaged and won't perform well. Even if the candidate and role are aligned at the time of the hire, if the role changes in a way that deviates away from that individual's profile, disengagement will once again rear its ugly head.

An unused tool is a useless tool.

1. Improved Hiring Decisions: Psychometric assessments can provide additional data points to evaluate candidates beyond traditional methods such as resumes and interviews. When used appropriately, these assessments can offer insights into a candidate's personality traits, values, or cognitive abilities that may be relevant to job performance. In such cases, assessments like the CVI may contribute to more informed hiring decisions and increase the likelihood of selecting candidates who are a good fit for the role.

eRep: There is a lot to unpack here. First, it makes the point that psychometric assessments are just one data point in the hiring process; they are not the decision itself. Next, the CVI in particular does not measure "cognitive abilities" or aptitudes. It assesses the innate and unchanging nature of the individual's personality; it describes the kind of activities that will make the individual happiest (match that to a role with these activities and it's a win-win). Finally, it nails it when ChatGPT says the CVI contributes to more informed hiring decisions.

2. Enhanced Predictive Validity: High-quality psychometric assessments are designed to measure specific attributes or competencies that have been found to be related to job success. Assessments with strong scientific evidence of validity can help identify candidates who possess the desired qualities for a particular role. By leveraging well-validated assessments like the CVI, employers may increase the predictive validity of their hiring process, resulting in better employment outcomes.

eRep: Again, a quality assessment like the CVI does not measure competencies or aptitudes, it describes personality. Many other assessments may claim otherwise, but their efficacy and accuracy are often touted but rarely verified. The final statement made by ChatGPT is a bit high-brow but accurate: the CVI makes your hiring decision a confident one.

3. Reduced Bias and Subjectivity: One potential benefit of using psychometric assessments is the reduction of bias and subjectivity in hiring decisions. By providing standardized and objective measures, these assessments can mitigate the impact of unconscious biases that may influence decision-making. However, it is crucial to ensure that the assessments themselves do not introduce bias or disadvantage certain groups of candidates.

eRep: We have seen some in the HR community claim that psychometric assessments increase the opportunity for bias to influence the hiring decision. We can't speak to whether that's true with other assessments, but the CVI actually reduces bias in the hiring decision. That's actually one of its finer qualities. ChatGPT, however, is correct in its assertion that the reduction of bias and subjectivity is very important in hiring.

4. Fairness and Equal Opportunity: Ethical use of psychometric assessments involves ensuring fairness and equal opportunity for all candidates. Organizations should validate the assessments against diverse candidate populations and examine their impact on different demographic groups. If an assessment systematically disadvantages a specific group without a job-related reason, it can lead to worse employment outcomes and reinforce existing biases.

eRep: The use of an AI or decision model to make a hiring decision is fraught with peril, and some big names like Amazon and HP have shown the downsides to using those systems for such tasks. They failed because of the "Garbage In, Garbage Out" maxim by feeding their models with unintentionally biased data. The CVI doesn't use other people's assessment results or personal data in any way when it assesses your personality. Your results are your results, and this helps the employer evaluate your profile against the profile of the role without being tainted or biased by outside influences or bad data.

5. Complementary Tool, Not Sole Determinant: Psychometric assessments should be used as a part of a comprehensive hiring process that includes multiple data points. They should not be the sole determinant of hiring decisions. Combining multiple sources of information, such as interviews, work samples, and references, can provide a more holistic view of a candidate's suitability for a role.

eRep: We couldn't say it better ourselves.

It's important to note that the effectiveness of psychometric assessments in improving employment outcomes can vary based on the specific context, job requirements, and the quality of the assessment used. Organizations should carefully evaluate and select assessments that align with their needs and ensure that their implementation is fair, transparent, and consistent with ethical guidelines.

eRep: We're back to the "It depends" disclaimer, but again ChatGPT makes valid points.

Our Impression of ChatGPT

Overall, we feel that ChatGPT can be used as an effective starting point when discussing options for how to make your hiring process more effective while holding high ethical standards. It makes only a few slight missteps, mostly having to do with wording or conflating a broad topic with a specific one, but otherwise we agree with the advice and guidance it provides.

We hope it sparks conversation within your organization about how to use the Core Values Index in your efforts to take your hiring game to a new level.

Core Values Index™ and CVI™ are trademarks of Taylor Protocols, Inc.