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What Informs Your Hiring?

Retail personnel recruitment

Psychological Science

Pre-hire tests designed to define a personality type or profile are not scientifically valid for predicting new hire performance. 

Psychological science has long proven that people vary more by degrees than by type. So, hiring tools that purport to help you hire a “profile type” are likely to do more harm than good.

At a time when all organizations are asking themselves hard questions about their commitment to diversity, hiring tools need to help, not hinder meeting such goals.

Enterprise Hiring Platform

Pre-hire profiling tests, like the Myers-Briggs Type Indicator and the DiSC Personality Test, do not predict job success. 

Instead, profiling tools reinforce stereotypes that encourage managers to seek out people like themselves. Profiling institutionalizes a preference for a particular demographic, which flies in the face of ensuring diversity of types of people brought into the company. 

When trying to gauge an employee’s work style and how they’ll fit and work with others, a profiling tool offers little more insight than a “Which Game of Thrones Character Are You?” Buzzfeed quiz. 

When flawed and inaccurate profiling quiz results are used to measure new hires against, organizations may end up with a workforce that very closely mirrors the existing workforce, creating a complete lack of diversity. 

Enterprise Hiring Platform

Pre-hire profiling tests, like the Myers-Briggs Type Indicator and the DiSC Personality Test, do not predict job success. 

Instead, profiling tools reinforce stereotypes that encourage managers to seek out people like themselves. Profiling institutionalizes a preference for a particular demographic, which flies in the face of ensuring diversity of types of people brought into the company. 

When trying to gauge an employee’s work style and how they’ll fit and work with others, a profiling tool offers little more insight than a “Which Game of Thrones Character Are You?” Buzzfeed quiz. 

When flawed and inaccurate profiling quiz results are used to measure new hires against, organizations may end up with a workforce that very closely mirrors the existing workforce, creating a complete lack of diversity. 

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Hiring Based on Profiling Leads to Bias

When flawed and inaccurate profiling quiz results are used to measure new hires against, organizations may end up with a workforce that very closely mirrors the existing workforce, creating a complete lack of diversity.

Organizations achieve their diversity and inclusion goals when they make a whole-of-company commitment, starting with hiring.

A scientifically valid multimethod assessment to measure the whole candidate with all the weaknesses and compensatory strengths that make us human is a proven method for achieving these goals.

The Solution: A Scientifically Valid Multimethod Approach

Organizations achieve their diversity and inclusion goals when they make a whole-of-company commitment, starting with hiring. A scientifically valid multimethod assessment to measure the whole candidate with all the weaknesses and compensatory strengths that make us human is a proven method for achieving these goals.

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Why Fairness Matters 

As new approaches to hiring driven by data science are becoming more common, many organizations that have long pursued the legal definitions of fairness in hiring are asking if these standards are sufficient to meet the higher ethical standard of “fair”. Put another way, is it sufficient to meet the 4/5s rule or should organizations expect their hiring tools to do more to uncover talented individuals?  

Using data-driven science and technology to create a continuously improving process can effectively manage to meet the legal standards of adverse impact while also addressing other types of common human decision-making bias. 

Can you answer the following questions about your current hiring solution or vendor? 

Are the pre-hire assessments validated in accordance with accepted practice? 

  • Any assessment solution can promise to predict outcomes and reduce bias accurately, but where is the proof?
  • At Modern Hire, decades of research, hundreds of client validation studies, and hiring and performance data from over one hundred million applicants provide the scientific and analytical foundation for our pre-hire assessment solution, the Virtual Job Tryout.  

Is the process candidate-centric and transparent? 

  • Many vendors talk about candidate experience, but do they measure it? Pre-hire assessments should help candidates better understand the role and the organization to aid in their decision-making. 
  • Look for assessments that inform candidates if artificial intelligence is being applied and how their data is being used.   

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Ready for a candidate-centric hiring process?

With Modern Hire’s HR technology on your side, and our tens of millions of candidate interactions, your hiring process will be efficient, effective, and fair.

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