How Occupational Personality Tests Reduce Bias In Recruitment

First impressions and school names are the basis for hiring managers' snap judgements. This phenomenon is referred to as unconscious bias, and it permeates all hiring decisions. The result is that gifted individuals get overlooked.

Still, there is one more intelligent way. Occupational personality tests present an innovative solution. They assess the traits that are actually significant for the job and remove the influence of personal views.

What Are These Tests?

Essentially, these tests can be regarded as impartial scorecards for the applicants. These tests evaluate the candidate's working style, motivation, and social skills. Habits at work, problem-solving methods, and stress management will be touched on through questioning.

The most important thing is that these tests are applied to every applicant in the same manner. Each candidate responds to the same questions. Every response is evaluated similarly. There is no opportunity for bias or favouritism.

This aspect of being objective is crucial. The hiring decision is based on the collected data and is not influenced by the emotions of the people involved.

How They Cut Down Bias

Testing removes names and backgrounds early.

The candidates are subjected to testing before their resumes are good enough to attract attention. The school, birthplace, or name does not create a first impression that is biased.

Questions get scored the same way

The organisation does not change the scoring halfway through. One person's answers are scored the same way as everyone else's.

Scores get compared fairly

The hiring team evaluates candidates based on the required skills, not personal preferences. It is measurable and quite clear.

Using These Tests Right

• Match the test to real job requirements
• Mix test results with talk and work samples
• Educate the staff on the proper interpretation of results
• Monitor occasionally to ensure non-discriminatory practices

Tests Aren't Perfect

Every test has its limitations. There are instances when some may be more appropriate for specific populations. Therefore, validation and regular reviews are necessary to maintain equilibrium. Good teams consider tests as only one part of the solution and not the complete answer.

Making the Hiring Process More Just

Occupational personality tests sieve out the right candidates only when used rationally. They lead the teams and decision-makers to the genuine talent who deserve to be hired, and no longer to their intuitions.

By combining the research with the needs of the Australian workplaces, RightPeople develops these tests. Visit rightpeople.com.au to discover the fair hiring solutions.