1 / 8

Big Data in Psychological Assessment

This strategic partnership program aims to provide data science skills in big data interpretation to future professionals in personal assessment. The program encourages networking, non-academic stakeholder contribution, and offers master modules on advanced technology, judgmental bias, fairness, discrimination, and the challenges and opportunities of big data-driven selection processes in the public sector. Collaboration between human and machine, legal considerations, and enrichment of information are explored.

arteagam
Download Presentation

Big Data in Psychological Assessment

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Big Data in Psychological Assessment An Erasmus + Strategic Partnership Programme Stéphane Vanderveken, Deputy Head of Unit, Unit Assessment centre, EPSO

  2. Partners • Academic • Delft University of Technology (NL) • Erasmus University Rotterdam (NL) • SaarlandUniversity (DE) • Non-Academic • Owiwi (EL) • Precire (DE) • Test Central (RO) • Associated • EPSO • GITP (NL)

  3. Context • Data science in selection and recruitment: helping or challengingpsychology? • Machine learning in personalassessment: helping or challenginghumanassessors?

  4. Purpose Provide data science skills and competencies (use and interpretation of big data) to future professionals in the field of personal assessment

  5. 3 objectives • Catalyze organizational networking on the topic • Encourage contribution of non academic stakeholders in education • Develop and provide Master modules

  6. 5 outputs (for future professionals) • 21st Century employees • Advanced technology for psychological assessment • Judgmental bias, fairness and discrimination • Skills training cluster • The assessor versus the algorithm

  7. Challenges for the Public Sector selection and recruitment • Big Data driven selection process unavoidable • Need for new type of technologies and expertise • Legal aspects to be considered • Prepare collaboration between human and machine

  8. Opportunities for the Public Sector selection and recruitment • Big data = enrichment of information • Alternative/complementarity to classical testing (reasoning) • Enhanced capacity to manage massive number of applications • From a « bias free » to a «controlled bias »  approach?

More Related