逆圖靈測試 - AI 世代人才測驗

這陣子又開始出現很多對於 AI 對教育帶來正負面影響的討論，我認為或許在下一個階段企業的面試實境中，會出現所謂的「逆圖靈測試 ( Reverse-Turning Test )」，也就是我們要開始辨別「在 AI 協助下表現更佳的人才」，我總結可能會有以下的測試：

一、個人經驗脈絡連續測驗 ( Personal Experience Context Continuity )

這包括了橫向的敘事情緒、真實的個人反思，以及縱向的聯想省思能力，能夠連貫過去經驗的事件細節與當下問題或議題串聯；

其中，人之所以能成為一個獨立且豐富的個體，失敗的省思與成功的經驗都是不可或缺的經歷，能夠將實際省思與經歷作為跨界與跨問題的思考前提，將會是個人在 AI 協助下表現更佳的絕佳能力。

二、個人情感道德共振測驗 ( Personal Emotional Moral Resonance )

在面臨利益衝突時，願意做出自揭風險或讓利決策，這樣價值承擔的高道德思維，將比傳統意義上的忠誠來得更有意義；

而在面對管理或顧客時，對微表情、語調變化的同步回應，將充分反應一個人是否能即時共情的能力，這也能為工作環境更增加實際的人味。

三、身體實作即興創意測試 ( Embodied Spontaneous Creativity Action )

「使用工具的能力」、「認知-反應-動作」的實際回饋、「即興創造與表現能力」，這都是 AI 暫時無法做得比人更好的事項。

若能現場利用隨手物品組裝低成本器具、表達或說明一個抽象概念，甚至只是展現出獨到的美感及品味，都能讓人在工作中更為突出。

若未來遠距工作甚至是「代理人概念」更加落實，將可以透過

1. ESCA 快速辨識並驗證真人↓

2. PEMR 認識其價值抉擇與同步情感↓

3. PECC 滲入追溯私有經驗、檢驗聯絡性

的上述順序，快速的認識對方，並保有審核的空間。

最終企業或人資要擁有一個自己的「逆圖靈儀表板 ( R-TT Dashbaord )」，用來分辨並評估自己需要的人才，並且持續更新迭代，得到更多面向與長期行為的驗證。

以上，你認為這一整篇所敘述的測驗與場景，適合你的企業嗎？

又或者，這根本是一篇 AI 創作出來的假想文字呢？

Recently, there has been a surge of discussion about the positive and negative effects AI is having on education. I suspect that, at the next stage of hiring, companies will introduce a so-called “Reverse Turing Test” (R-TT)—a way to identify candidates who perform even better because they know how to partner with AI. I foresee three possible test modules:

1.Personal Experience Context Continuity (PECC)
This probes a candidate’s horizontal narrative flow, authentic self-reflection, and vertical associative thinking—linking detailed past events to present problems or topics. Being able to draw on both failures and successes as raw material for cross-domain reasoning will become a standout capability in an AI-augmented world.

2.Personal Emotional Moral Resonance (PEMR)
When interests collide, candidates who voluntarily disclose risks or share benefits show higher-order moral judgment—far more meaningful than traditional notions of “loyalty.” In management or customer settings, their ability to mirror micro-expressions and tone shifts demonstrates real-time empathy, adding genuine “human warmth” to the workplace.

3.Embodied Spontaneous Creativity Action (ESCA)
Skills such as tool use, rapid “perception-reaction-movement” feedback loops, and improvisational creativity remain areas where humans still outperform AI. Assembling low-cost props on the spot, explaining an abstract concept with everyday objects, or simply exhibiting distinctive aesthetic taste can all help a person shine at work.

If remote work and the “agent” concept keep advancing, an interviewer might:

1.Use ESCA to verify the candidate is a real human on the spot
2.Apply PEMR to understand their value trade-offs and emotional synchrony
3.Deploy PECC to trace private experience and test contextual linkage
—creating a fast yet reliable vetting flow while retaining room for judgment.

Ultimately, HR teams will need their own Reverse Turing Dashboard (R-TT Dashboard) to distinguish and assess the talent they require, continuously iterating it to capture more dimensions and long-term behavioral evidence.

What do you think—would these tests and scenarios suit your organization?

Or could this entire essay be nothing more than an AI-generated thought experiment?