Half of existing employees at a workplace want their companies to focus on workplace diversity, according to a survey by Glassdoor, and 67 percent job seekers will give preference to companies that focused on workplace diversity

Talent acquisition leaders want to recruit the best while offering a transparent & efficient hiring process. Good potential candidates maybe lost due to hiring biases at recruiter or at the candidate's level. 60% of interviewers make a final decision about a candidate within a short period of time as they are struggling to fill the large number of vacancies in faster, on the basis of the CV's, past experiences, hiring assessments & in-person interviews. Even after taking all the care, the hiring processes are fraught with biases. To remove these biases, hiring process should be fair, reliable, and inclusive from the moment candidates start the hiring process.

Here is our list of 5 tips to include in your talent assessments process to make them fairer and inclusive in 2022.

  1. 1. Simulation based hiring
  2. Simulation based hiring

    Hiring simulations are not like any other tests and they aim to recreate virtual workplaces that immerse applicants in key job roles where they perform critical job tasks and solve real life workplace issues. While other assessment tools provide an ability to get in insight into the personality of a candidate or thinking pattern, job simulations provide a direct measure of functional skills related to performance. As a result, they are proven to be the best predictor of job fitment accurately.

  3. 2. Avoiding Interviewer Bias
  4. Avoiding Interviewer Bias

    Recruiter's and other interviewers are only humans and as humans they have their conscious and unconscious biases. These biases impact the objectivity of the entire hiring process and diversity takes a hit.

    Biases ranging from stereotyping, Horns and Halo effect, even similar - to - me biases, and central tendency effect may be existing within the perceptions of the interviewer. These can easily be avoided by using talent assessments for shortlisting the candidates and interview guides for conducting the interviews. By design, assessment data is objective and eliminates bias that may arise from subjective interpretations of a resume, letter of recommendation, biographical information, or interviews. Removing the test taker's identity till the interview stage also helps to avoid the biases.

  5. 3. Removing lack of Self-Awareness
  6. Removing lack of Self-Awareness

    There is also a great amount of bias coming from the candidates which impacts the inclusivity and diversity of any hiring process. Game-based assessments minimize bias from a candidate perspective: Games do not assume that the test-taker is aware of one's personality and the design of games is inherently engaging, typically resulting in improved focus by the candidate on the assessment.

  7. 4. Avoiding manipulation of responses
  8. Avoiding manipulation of responses

    In a traditional hiring process, a candidate can try to fake or manipulate one's experience. With traditional assessments, there are no right or wrong answers and a particular pattern of answers can lead to desired scores and inherent portrayal of strengths. These assessments are prone to manipulation. An alternative solution is game-based assessments which throw the candidate into an immersive and engaging world, in which the candidates are not asked a question directly. Game-based assessments are also effective in assessing the problem solving and analytical acumen of the candidates, which are correlated to job performance and employability.

    Game-based assessments also incorporate the psychometric evaluation within the framework of the gameplay, which makes it a fair selection tool. game-based psychometric assessments are more about injecting gaming elements into traditional assessments thus making the candidate experience become more engaging and enticing. They offer more interactive experience but not an unfair advantage to someone with prior gaming experience.

    In nutshell, game-based assessments don't offer any undue advantage to a candidate with prior gaming experience.

  9. 5. Choosing an assessment platform with high reliability and validity
  10. Choosing an assessment platform with high reliability and validity

    If an assessment is not predicting job performance fairly or isn't validated to do so, then there is no justification to use it for the hiring process.

    Game-based assessments create a layer of fun experience while providing important predictive information for employers. While the candidate gets an engaging and enticing experience the employers get a deeper understanding of their strengths. As they are typically modelled on and validated against existing traditional cognitive assessments, they have proved to be valid and accurate in measuring cognitive aptitude as compared to traditional assessments.

    Game-based assessments based on the most widely accepted "Big Five Model of Personality" offer great insights into the personality traits of the candidate. As the model is quite good in predicting success for particular types of roles, game-based assessments built on the Big Five model are accurate in predicting job performance and success in a fair and inclusive manner.

    Game-based assessments can be quite valid and accurate, as they can measure the same predictive measures of performance like traditional assessments in a fair and inclusive manner.

    Considering the facts above, having a reliable & valid assessment result, may not only prove to find the best job-fit but in turn will help organizations to retain their best talent by choosing their appropriate fit from the start.