The AI Strategy and Governance assessment is designed to evaluate the ability of job candidates and employees to oversee the conceptualization, implementation, and operation of an organization's artificial intelligence framework. This includes assessing competencies in strategic planning and evaluation, governance and compliance management, and stakeholder collaboration to ensure AI implementations are successful, beneficial, and aligned with organizational objectives. The skills measured span three key focus areas: AI Governance Frameworks and Compliance Management, covering AI risk assessment, control implementation, regulatory compliance mapping, and policy development; AI Risk Assessment and Responsible AI Practices, addressing bias identification and mitigation alongside risk identification and governance frameworks; and AI Strategic Planning and Stakeholder Alignment, encompassing business case development, investment prioritization, and organizational alignment. The assessment uses a variety of question types, including Essay Composition, Multiple Choice, and Multiple Correct Answer questions, with questions drawn from a large pool to minimize the risk of cheating. Certain questions are subject to individual time limits to further deter cheating and to enhance the predictive validity of results. Additionally, one or more questions leverage artificial intelligence in the scoring process, ensuring a robust and modern evaluation experience.

Topics covered by this test include:

Following completion, the test produces a Candidate Selection Report that includes an overall score and detailed scores for each attribute.

The Candidate Selection Report also provides expert interview questions that help you probe critical or low-scoring areas, along with a guide for noting your evaluation of the candidate's responses. Consistent use of an interview guide is an important part of gaining better candidate insights and making better hiring decisions.

Note that while the AI Strategy and Governance assessment is a useful and efficient instrument for confirming a base level of skill or knowledge about this important topic, it is not intended to pinpoint the exact level of candidate or skill. We recommend that skills tests, like this one, be used in parallel with other measurements, such as cognitive ability, job fit, and behavioral history. Each different type of test provides a valuable piece of information you can use when evaluating potential job performance.