35 guidelines for introducing fair recruitment practices which promote diversity and inclusion are available in a new checklist published today by cut-e, the international talent measurement and assessment specialist.
Called Guidelines for a fair selection process, the checklist provides practical advice on conducting an objective job analysis; preparing a fair job description; defining job-related selection criteria; creating non-discriminatory job advertisements; running consistent job interviews and assessment centres, and communicating with candidates. It also raises potential training needs for recruiters and hiring managers and it includes specific recommendations for conducting valid and justifiable online assessment to measure your selection criteria.
Called Guidelines for a fair selection process, the checklist provides practical advice on conducting an objective job analysis; preparing a fair job description; defining job-related selection criteria; creating non-discriminatory job advertisements; running consistent job interviews and assessment centres, and communicating with candidates. It also raises potential training needs for recruiters and hiring managers and it includes specific recommendations for conducting valid and justifiable online assessment to measure your selection criteria.
“A fair selection process, which doesn’t disadvantage potential applicants or discriminate against any group, is essential for recruiting a diverse workforce,” said Dr Achim Preuss, Managing Director of cut-e. “This checklist will guide you through all the requirements, so you can be sure your selection process is fair and free of any bias or adverse impact. This will help you to recruit the best candidates for your roles, improve the performance of your organisation and enhance your employer brand.”
According to a global study conducted by cut-e, employers in mature markets, such as Germany, the UK, the USA and Sweden are particularly keen to increase the diversity of their workforce. 29% of employers worldwide say that the most important factor when choosing a supplier of psychometric assessment is whether their tests will ensure diversity and fairness.
“Recruiters know that diversity and inclusion can enhance innovation, adaptability and performance, so they’re keen to appoint a broad range of talented people based on their potential, regardless of their ethnicity, gender, sexual orientation, class, physical abilities, age or religion,” said Dr Preuss. “This isn’t just about legal compliance or fulfilling a moral obligation. By implementing fair testing, you’ll benefit from a greater variety of viewpoints that can help your organisation to better understand and meet the needs of diverse customers.”
cut-e’s Guidelines for a fair selection process is freely available at http://www.cut-e.com/diversity.
Dr Preuss has also published a white paper, together with cut-e’s research director Dr Katharina Lochner, on encouraging diversity through fair assessment. This can be downloaded from http://www.cut-e.com/diversity.
For further information about cut-e, please visit http://www.cut-e.com
Dr Preuss has also published a white paper, together with cut-e’s research director Dr Katharina Lochner, on encouraging diversity through fair assessment. This can be downloaded from http://www.cut-e.com/diversity.
For further information about cut-e, please visit http://www.cut-e.com
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