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45th ACSG Annual Conference
 

Future Skills
Assessing and Identifying the Talent that Will Shape Tomorrow

25-28 March 2025

2025 Conference Tracks 

The 2025 conference theme explores strategies to assess talent to meet evolving industry demands and technological advancements. The focus is placed on assessing and identifying the essential skills and competencies needed for the future workforce.

Emerging Skills and Competencies

  • Identifying future-ready competencies like critical thinking and balancing technological proficiency with people skills.

  • Focus on emerging skills and competency needs in various sectors.

  • Best practices in identifying which employees are best suited to future advancements.

Talent Management and Workforce Planning

  • Aligning workforce planning with future skills needs and adapting recruitment strategies to attract talent with necessary skills.

  • Data analytics for identifying skill gaps, learning paths, and evaluating the effectiveness of training programs.

  • Preparing for the gig economy, understanding the competencies required to thrive in the gig economy.

Assessment Practices to Drive Reskilling Strategies

  • The use of assessments to identify skill gaps and adaptability, case studies showcasing best practices.​​

  • Advanced assessment tools and AI-driven analytics to meet evolving business needs

  • Leveraging technology in identifying skill gaps and tailoring reskilling strategies.

ACSG Virtual Conference Programme 

How to Register for the Conference and Sessions To help us accurately capture attendance and ensure smooth running of the event, delegates are asked to follow these simple registration steps: Daily Sign-In At the top of the conference programme page, you’ll find a sign-in link. Please ensure you sign in once per day using this link. The Conference Support Team will also remind you about this process during the Opening Ceremony. Session Registration In addition to daily sign-in, you will need to register for each session you attend. This step allows us to track attendance across all sessions, and also serves as a backup in case daily sign-ins are missed. This registration process is especially important for delegates attending the virtual day, as it helps us accurately report on overall conference participation.

Registration

08:30-09:00

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Registration
Welcome to the 2025 ACSG Conference We are proud to welcome you to the 45th Annual ACSG Conference, themed "Future Skills: Assessing and Identifying the Talent that Will Shape Tomorrow" – a gathering of professionals, thought leaders, and practitioners in the field of assessment and talent management. This year's conference focuses on innovative strategies to assess and identify the skills required to meet evolving industry demands and technological advancements. As the landscape of work continues to transform, we gather to explore how assessment practices can adapt to identify and nurture the talent essential for future success.

Marelie Botha

09:00-09:30

ACSG Chairperson
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Opening Ceremony
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Opening Ceremony
In her book, The Worlds I See: Curiosity, Exploration, and Discovery at the Dawn of AI, ImageNet creator Fei-Fei Li continuously references the North Star as her moral signpost, guiding her on a human-centric, ethical trail as she traversed uncharted frontiers in the emergence of modern AI. Her work has been hailed as a source of inspiration and a call for continued scientific discovery to improve the human condition. In this presentation, we focus on false stars that shimmer enticingly in the distance, tempting us with distractions and illusions, as well those steadfast constellations like Polaris (Fei-Fei Li’s North Star) that guide us with unwavering light towards developing and deploying ethical AI. In this regard, we will commence with establishing a mental image and conceptual framework of ethical AI in the context of talent assessment. This discussion will take as its centrepiece AI’s coming of age within the framework of the Assessment Centre (AC) method. Thereupon, we will investigate the manifestation and sources of biases, systemic inequalities, and practices that may harm or adversely affect AC participants. We will highlight risks and warning signs that, if not heeded, may lead to shortcuts, false insights, and ultimately compromise validity. This will be juxtaposed with guidelines for attaining fairness, transparency, and inclusivity, creating a fair and equitable talent assessment process that fosters genuine leadership potential. The philosophical/theoretical component of this presentation will be grounded by practical insights and research findings gathered in developing AI solutions within the AC framework – particularly AI-administered and -scored video interview and simulation exercises. We will conclude our session by proposing a taxonomy for evaluating AI-driven assessment methodologies against the Polaris or True North of ethical practice.

Jaco De Jager

09:30-10:30

Product Development Consultant, Evalex
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Ethical AI in Talent Assessment: Following True North in our Professional Calling
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Ethics Presentation
In a fast-evolving workforce landscape, organisations are increasingly relying on predictive analytics to enhance talent assessment processes. Predictive analytics uses data-driven models to uncover patterns, identify high-performing candidates, forecast skills gaps, and align workforce capabilities with organisational objectives. By leveraging historical data, advanced AI algorithms, and real-time insights, predictive assessments provide a comprehensive view of candidate potential and workforce trends, enabling more informed and impactful decision-making. The objective of this masterclass is to equip delegates with the knowledge and tools to harness predictive analytics in their talent strategies effectively. The session will focus on how predictive models can transform traditional assessment methods by providing deeper insights into candidates' long-term potential and helping organisations anticipate future workforce needs. Delegates will explore the following core areas: Understanding Predictive Analytics in Talent Assessments: Gain a clear understanding of what predictive analytics is and how it is applied in the context of talent assessments. Applications of Predictive Analytics in Talent Strategies: Learn how predictive analytics can identify high-potential candidates, enhance recruitment strategies, and improve internal talent mobility by identifying transferable skills. Understand how predictive tools help forecast organisational skills gaps and inform learning and development priorities. Implementing and Interpreting Predictive Assessments: Discover actionable techniques for integrating predictive analytics into existing talent assessment processes. Learn how to interpret and act on predictive insights to make smarter, evidence-based decisions while reducing risks associated with hiring and succession planning. Benefits for Delegates: By attending this session, delegates will gain: Enhanced Talent Strategies: Practical knowledge of leveraging predictive analytics to refine talent acquisition, assessment, and development processes. Data-Driven Decision-Making: The ability to use predictive insights to anticipate future needs, identify skills gaps, and align workforce planning with strategic goals. Risk Mitigation: Insights into how predictive models can reduce hiring risks by identifying patterns linked to success factors and minimizing biases in assessment processes. Competitive Advantage: Strategies to harness predictive analytics to stay ahead in an increasingly dynamic and competitive talent market. Practical Takeaways: Ready-to-use tools and techniques for implementing predictive analytics within their organisational context, ensuring immediate application. This session is designed for HR/IOP professionals, talent acquisition leaders, and organisational strategists seeking to modernise their talent assessment frameworks and prepare for future workforce demands. By the end of the masterclass, participants will have the skills to integrate predictive analytics into their talent strategies, enabling smarter, faster, and more impactful decisions that drive organisational success.

Veronique Rossouw

10:40-11:25

Industrial Psychologist, Fitt Talent
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Predictive Analytics in Talent Assessments: From Insights to Impact
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Masterclass
About three years ago a contract was signed between three ambitious partners to create an organization driven by skills, diversity, tenacity and ingenuity. Working on a world-class project there are critical tasks to reach full commissioning that would deliver a dynamic game changing integrated power generation facility, the likes of which the world has never seen. This entails specific strategic competency design for three distinct project phases. It requires different competencies to transition through the different project phases. The different phases require specific skillsets (leadership skills) to enable the transition. A functional approach was followed in designing the leadership competencies for commissioning and performance testing. To develop the required competencies a specific and targeted approach was used by the organization to grow the necessary skills. This presentation will take the delegates on a talent development journey in the middle East. It will showcase the unique challenges and endless opportunities that come with building an organization from the ground up. This is a case study and delegates will be informed about the complexities of starting a company from nothing ito human capital. We will be sharing lessons learnt.

Ayman Abdullah Sawadi
&
Marna Malan

11:35-12:20

Human Resources Director at Jazan Integrated and Gasification Company
&
OD Manager at Jazan Integrated and Gasification Company
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From the desert sand rise the Phoenix : Building an organization from the ground up
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Case Study
There is no adequate support provision from the training institutions (universities) and host organisations for the period following the completion of university qualifications in psychometry. No interventions are created for the period preceding the HPCSA Board Examination, which is critical for graduates. The research highlights the opportunity to engage in targeted activities to improve preparation and motivation for writing the psychometry HPCSA Board Exams. Additionally, training institutions (universities) are essential in supporting students facing challenges, including failures in council exams. Background Problem There is limited research regarding training in the psychometrist registration category (Van Eeden et al., 2016; Van Zyl et al., 2016), leading to the development of professionalism of student psychometrists (a second-tier registration category) in practical training contexts in South Africa (Hagen et al., 2020). Lack of support when student psychometrists transition to writing Board Exams and when students write and fail Board Exams prompted this research study. Literature Review • Literature review highlighted the importance of providing remedial programs to support psychometry graduates as they prepare for the Board Exam as an essential tool. • Literature also highlighted that the support should extend beyond the Board Examinations for students who failed the Board Exams. • Suggestions were made for interventions such as counselling services and mentorship to address and overcome failure-related stereotypes. • The literature review highlighted the importance of providing recovery programs to support psychometry graduates while preparing for the council. • Recent findings highlighted that proactive institutional involvement fosters resilience and promotes success among psychometry graduates, suggesting a supportive academic environment. Methods/Approach A systematic literature review focused on studies published between 2015 and 2025. Keywords related to psychometry, board examinations, student support, and academic resilience were searched in SABINET, EBSCO, and Google Scholar. Results Some structured activities during the interim period before the HPCSA Board Examination include: • Providing Affordable Structured Board Exam Preparatory Programs: Students from previously disadvantaged backgrounds might not be able to afford the expensive Board exam training offered by individual psychometrists. • Peer Study Groups: Student psychometrists should be encouraged to engage in collaborative learning through peer study groups, which fosters a deeper understanding of psychometric principles and promotes motivation. • Internships or voluntary work provide practical experience, bridging the gap between theoretical knowledge and practical application, and should be provided outside the practicum period. Conclusions Engaging in structured activities during the interim period before the HPCSA Board Examination can significantly improve the preparedness and motivation of psychometric graduates. Addressing stereotypes associated with failure is essential for fostering a supportive learning environment. The findings formed the basis for all the discussions and teachings on ways to support psychometrist students until they become psychometrist professionals. Universities need to focus their competitive advantage and value-add on their way of delivering the content to get to the standards in contributing the supply of psychometrists.

Joyce Baloyi

13:00-13:45

Lecturer: Department of Industrial and Organisational Psychology
College of Economic and Management Sciences at UNISA
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Understanding the challenges Student Psychometrists face as they transition from Practicum Students to Writing the Board Exam and beyond:

The transition between completing university qualifications in psychometry and undertaking the Health Professions Council of South Africa (HPCSA) Board Examination presents unique challenges and opportunities for graduates.
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Research Presentation
The Assessment Centre Study Group (ACSG) has been a pivotal platform for knowledge-sharing, professional development, and best practice exchange in assessment centre methodologies in South Africa. As a specialist community, the ACSG provides professionals with valuable insights into assessment trends, innovative practices, and scientific advancements, ensuring that the profession remains credible, effective, and aligned with industry needs. The organisation has also played a crucial role in facilitating discussions on assessment validity, fairness, and effectiveness, equipping practitioners with the tools needed to design and implement robust selection, development, and talent management assessments. However, as the landscape of talent assessment evolves, it is essential to evaluate the ACSG’s effectiveness, relevance, and sustainability. The shift towards virtual assessment centres (VACs), accelerated by the COVID-19 pandemic, has necessitated methodological adaptations to maintain validity and reliability (Tett et al., 2025). Emerging trends in assessment technology, remote and hybrid assessment models, and shifting organisational needs call for a reassessment of ACSG’s offerings to ensure continued value. Additionally, while ACSG events have historically drawn strong attendance, sustaining engagement, enhancing participation, and ensuring long-term growth in a highly competitive learning environment remain key challenges. Objective This workshop aims to: 1. Review the current state of the ACSG, examining membership trends, event participation, and engagement levels. 2. Identify key challenges and opportunities within the assessment centre landscape, particularly in the shift towards digital and virtual assessments (Tett et al., 2025). 3. Gather insights from attendees on what aspects of the ACSG’s offerings should be maintained, refined, or changed. 4. Develop actionable strategies to ensure the ACSG remains a leading professional body in the field of assessment centres. Approach The session will be highly interactive and structured to facilitate open discussion and collaborative problem-solving, using: A review of ACSG event attendance and member engagement data, identifying participation patterns and potential gaps. Live polling and group discussions to capture real-time insights on what aspects of ACSG membership and events are most valuable. Case study reflections on professional organisations facing similar challenges, drawing lessons applicable to ACSG’s future. Strategic brainstorming, allowing participants to co-create ideas for membership growth, event relevance, and long-term sustainability. Practical Application Participants will gain: A clear understanding of ACSG’s current engagement, participation, and sustainability challenges. Actionable insights into how the ACSG can evolve to better serve assessment professionals. A collaboratively developed roadmap for enhancing membership, event participation, and organisational impact. Conclusion To remain a leading organisation in assessment centre methodologies, the ACSG must adapt to the changing professional landscape. As virtual assessment centres and digital methodologies continue to reshape the field, professional bodies must leverage technology, adapt offerings to member needs, and foster sustainable engagement strategies (Tett et al., 2025). This workshop will provide a collaborative space for attendees to shape the future of the ACSG, ensuring its continued relevance, growth, and contribution to the field of assessment centres.

Marelie Botha

13:55-14:55

ACSG Chairperson
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Shaping the Future of the ACSG
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Workshop
The talk will summarize recent research that Paul and his colleagues have conducted, illustrating a need to revisit prior assumptions in our field regarding the validity of various personnel selection procedures. The research revisits prior meta-analytic conclusions about the best predictors of overall job performance and illustrates that with different assumptions and methods for correcting for range restriction the rank order of predictors changes dramatically, with general mental ability (GMA) being far less predictive of overall performance than was previously reported. Additionally, new meta-analytic research on 21st century criterion-related validity data demonstrates that GMA is even less predictive of job performance in today’s work environment. Finally, meta-analytic data will be shared on the relationships between six selection methods (biodata, GMA tests, conscientiousness, structured interviews, integrity tests, and situational judgment tests) used in various combinations to predict job performance, and the effects of forming composites that do and do not include GMA on validity and adverse impact, with new insights into the validity-diversity dilemma.

Paul Sackett, PhD

15:00-16:00

Professor of Psychology,
Univeristy of Minnesota
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Revisiting Assessment Validity for Predicting Overall Job Performance
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Keynote Speaker
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© 2025 by Assessment Centre Study Group of South Africa.

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