Maxim Fischer, Klaus Fischnaller, Nicolai Ehrhardt & Detlef Steiner
Artificial intelligence (AI) is one of the key technologies of the future and represents technological progress in a wide variety of areas. In the field of business psychology, but especially in personnel selection, the supply and demand for AI-based solutions continues to increase. This paper presents how AI-based methods can be used for optimized prediction of predictor-criterion relationships. For this purpose, first
results of a pilot project using artificial neural networks for dynamic aptitude prediction of job applicants are presented. The validity of the AI solution used here will be compared to the validity coefficients obtained with common prediction methods. In addition, the paper will also address potential risks associated with the use of artificial intelligence in general.