New white paper explains how to conduct fair testing

October 5, 2016 Aon's Assessment Solutions

A white paper showing how recruiters can conduct fair testing that doesn’t disadvantage potential applicants or discriminate against any group has been published today by cut-e, the international talent measurement and assessment specialist.

 

Called Encouraging diversity through fairness in assessment, the new paper provides advice and guidance on how to avoid bias and adverse impact in recruitment. Written by Dr Katharina Lochner and Dr Achim Preuss of cut-e, it details five factors of fair testing - accuracy, equality, accessibility, practicality and reversibility (re-scoring) - and explains how these can help employers to recruit a more diverse workforce.

“Diversity and inclusion can enhance innovation, adaptability and performance in organisations, by providing a greater variety of viewpoints, but if your selection process is unfair, you’ll only recruit the same, homogeneous group,” said Dr Preuss. “This paper explains how to create a recruitment process that’s fair and objective.”

The authors highlight that employers are not allowed to apply any requirement or condition that disadvantages any candidate or makes them ineligible for a job, without good reason. Valid and justifiable assessments should be used which measure job-related selection criteria that is relevant to the requirements of the role.

“By using only criteria which impacts on job performance, fair testing will help you to identify the best candidates for your roles and it will bring equality and inclusion into your recruitment process,” said Dr Preuss. “Testing should simply help you to sift out applicants who fall below a certain threshold and who therefore do not fit your selection criteria. All those who meet your minimum requirements should stay in your selection process.”

The paper recommends that hiring managers should be trained in equal opportunities, diversity, employment law, interview skills and avoiding unconscious bias. Recruiters should apply the ‘four-fifths rule’ which states that the success rate for members of any particular group - such as males, females or ethnic groups - should not be less than 80 percent of any other group’s success rate. Documented evidence should also be kept at each stage of the recruitment process, in case a legal challenge arises.

“It’s important for HR teams ensure that interviewers and assessors are not simply recruiting people from similar backgrounds, or with similar experiences, to themselves,” said Dr Preuss. “With fair processes in place, you can not only recruit without bias and adverse impact, you can improve the performance of your organisation and enhance your employer brand.”

cut-e’s new Encouraging diversity through fairness in assessment paper can be downloaded here.

For further information about cut-e, please call +44 (0)20 8133 3361 or visit www.cut-e.com

 

Background notes: Founded in 2002, cut-e (pronounced ‘cute’) provides online tests, questionnaires and gamified assessments for attraction, selection, talent management and development. In May 2017, cut-e was acquired by Aon plc (NYSE:AON), a leading global professional services firm providing a broad range of risk, retirement and health solutions. cut-e now operates as part of Aon’s global offering in talent solutions, helping clients achieve sustainable growth by driving business performance through people performance. cut-e and Aon undertake 30 million assessments each year in 90 countries and 40 languages.

For further information about cut-e, please call Amanda Dawson (PR contact) on +44(0)20-8953 8863 or e-mail her at amanda@daws.com

 

 

About the Author

Aon creates smart measurement solutions with valid and innovative online assessment products. Aon is globally the preferred partner for organisations who demand the best.

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