The last thing any company wants is to wrongfully be accused of not hiring someone for discriminatory reasons. The concern is very real: the idea that an employer would eliminate someone from candidacy based on a characteristic unrelated to job performance intimidates both employee and employer. For the employee, the thought of losing out on a job opportunity for something not related to a job is scary and anger-inducing. For an employer it puts their reputation at stake – as well as several other things.
With more companies beginning to use hiring assessments, there is a belief that these tools are used as a way of discrimination so that companies can avoid hiring people they don’t want to hire. The thought is that an assessment will monitor responses and act as a shield, giving employers the opportunity to tell a candidate “no thanks, you didn’t pass the test” while really there’s some foul play going on behind the scenes.
This is, of course, a fiction. The truth is hiring assessments do not discriminate; hiring assessments don’t know who the candidate even is. An assessment sees candidate responses for what they are: responses. It takes those responses and produces qualitative data that’s meant to make an informed hiring decision, without bias. So, if you take a job simulation, the simulation doesn’t care what your background is, or what your non-job related characteristics are, it only cares about one thing: can you do the job you’re being asked to do?
In reality, hiring assessments actually protect against discrimination. This benefits both the employer and the candidate: the candidate can take a hiring assessment with the assurance that they’re getting judged in a truly unbiased testing atmosphere, and the employer can look at hard evidence that makes a case for whether or not a candidate should be hired. Race, gender, age, orientation – none of these are factors in these assessments. That means both the candidate and the employer are protected from discrimination concerns. And that’s not all – much like how the SATs are standardized, so too are hiring assessments required to make sure no characteristic unrelated to the job is being measured. The EEOC requires this rule, and it is illegal to use any question that is in violation of this.
Discriminatory hiring assessments are a work of fiction. The computer cannot determine a factor that could lead to discrimination based on responses – and if it can then that question would be deemed illegal and be subject to the EEOC. The reality is hiring assessments make things more secure for candidates and employers.
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Topics: Talent Selection Ideas