BIO
Filip Lievens is Lee Kong Chian Professor of Human Resources at the Lee Kong Chian School of Business of Singapore Management University. He is also an Honorary Professor at University of Cape Town and visiting professor at Ghent University. Professor Lievens studies talent acquisition and talent assessment in organizations. He is a frontrunner in exploring innovative talent assessment approaches, with an emphasis on helping organizations to assess adaptability. Professor Lievens is ranked in the top 1% of the World’s Scientists in Business and Management. He is one of the most published authors in IO psychology. His research has been cited over 32,000 times and featured in The New York Times, Wall Street Journal, and Harvard Business Review. Filip Lievens is a fellow of the Society for Industrial and Organizational Psychology (SIOP), American Psychological Association (APA), Association for Psychological Science (APS), and International Association of Applied Psychology (IAAP). His research has been honored multiple times with several awards such as SIOP’s Distinguished Early Career Award, Career Award for Distinguished Scientific Contributions to Psychological Assessment, Scholarly Achievement Award of AoM, Best Paper at AoM, Jeanneret Award for Excellence in the Study of Individual Assessment, and Joyce and Robert Hogan Award for Personality.
Abstract
Talent assessment has always been a key area in IO Psychology because it is foundational to organizational success. Therefore, an impressive body of scientific evidence has been gathered to optimize assessment and selection approaches in terms of validity, diversity, and candidate experience. In recent years, however, various developments have challenged the traditional face of selection and assessment. As one example, technological advancements such as AI have made strong inroads. In addition, the world of work has substantially changed, with a stronger focus on agility and project-based work. In this keynote address, Professor Lievens will start by presenting his recent award-winning meta-analytic work on the predictive power of the most common assessment and selection approaches. Next, he will tap on his experience with research teams around the globe to present studies that illustrate how organizations can deal with some of the future talent assessment challenges.
Preliminary title
Talent Assessment in the 21th Century: Progress & Challenges