Yes, only 6 seconds. One of the key reasons why an objective skills based assessment is important to removing biases in candidate assessments.
To achieve this ultimate goal of diversity in the workplace, recruiters have to ensure that certain persons or groups of people are not favored over others, during the hiring process.
1. Identify Hiring System and Process: consider where there might be bias in how your company sources, screens and interviews candidates, and finally, look at hiring decisions. If you are getting a diverse pool of candidates through, where are the blockers?
2. Develop measurable data sets: data is key. We love data. It tells a story, it is measurable and can drive action. There’s nothing like a good D&I dashboard sent to the CEO on a Monday morning.
3. Widen your diversity talent pool:
Look at diversity-oriented job groups, partner with other organisations, and connect with diversity-oriented groups. SEEK and LInkedIN will only get you so far. Also when posting job ads, company videos are a great tool to share your company culture and if done in the right way, can be inviting for a diverse pool of candidates to apply.
4. Customise Assessment tool to the job:
Combining different skills test into one assessment is the best way to predict job success. Build and customise assessments based on the job.
Automate and evaluate your candidate assessment score based on data, not just gut feel.
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