The Future of Hiring: Understanding Assessments

“Bias” is a word that gets thrown around a lot. But what does it mean exactly? More importantly, how does it come into play in hiring? While some biases are obvious, namely those against protected classes (race, gender, age, etc.), there are many more subtle biases that impact candidates. As Marc Fogel, MS, IO Psychologist and Talent Select AI’s Director of Product, states, “Humans are biased. Our ‘gut’ decisions are biased.” As much as hiring managers do to mitigate both conscious and unconscious bias in their processes, they can still impact decision-making. Knowing what they are, especially unconscious bias, is key to finding solutions that mitigate their impact. In this white paper, we explore different types of bias and how they show up in the hiring process. We also showcase Talent Select AI's next-gen approach to removing bias from candidate assessment and selection.

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AI is often approached with hesitation, partly because some AI software, particularly tools using facial recognition technology, has perpetuated harmful biases in the past. And so many companies are reluctant to include a third-party AI platform to mediate hiring processes and risk potential liability. But depending on individual company protocol, the interview process involves varying degrees of rigor and may demand several interviews over months – particularly in organizations vetting large numbers of applicants. Using AI to automate and streamline critical parts of the hiring process can generate significant time and cost savings.

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HR can pivot and build new team identities when promoting and hiring to boost company bottom line! Your organization must have the right talent in digital marketing roles. Use a comprehensive psychometric assessment to learn which skills and work behaviors your team members possess. Then work on upgrading those skills through training and professional development programs. Best-in-class companies have likely already assembled revenue enablement teams. HR professionals can explore this option by defining roles that match the journey of customers through the sales process. Then study the strengths and interests of team members before assigning them to one of these critical roles. Develop Team Identity If your team is comprised of employees who also perform other functions, they may struggle with their corporate identity. For example, your top customer service agent may feel their first priority is to handle requests and complaints. They are accustomed to putting out fires. When they join a revenue enablement team for part of their workday, they need to wear a different hat. They may need coaching or professional development to learn how to deliver what that role requires. To get the best performance from your revenue enablers, take the time to gauge team identity. You can use the features available on TeamTrait to learn whether your team excels at creativity or strategic thinking. You might also learn that the team suffers from a lack of self-confidence. Over time, you can work with individual employees to help them improve the skills they need. Invest in your high-performing teams and watch your revenue grow.

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