There are many things to consider when choosing an assessment. Is it relevant for the job? How accurate and reliable is it? And what about legal defensibly?
No employer wants to be at odds with the Equal Opportunity Employment Commission (EEOC), so it’s important to keep your hiring practices transparent and fair. When it comes to assessments, how do you know the one you implement won’t unintentionally discriminate against candidates?
Link personality traits to the job
A validated assessment is the best way to protect yourself from charges of hiring bias. Validation ensures that the assessment is measuring what it’s supposed to be measuring (personality traits like sociability or integrity, for example). Validation also proves whether the items being measured in the assessment actually impact job performance (by documenting the relationship between assessment scores and job performance for a specific role).
What does the EEOC have to say?
When it comes to recruitment, hiring, and promotion, the EEOC has some clear cut guidelines in place:
- Analyze the duties, functions, and competencies relevant to jobs.
- Create objective, job-related qualification standards related to those duties, functions, and competencies.
- Make sure these standards are consistently applied when choosing among candidates.
- Make sure that selection criteria do not disproportionately exclude certain groups, unless the criteria are valid predictors of successful job performance and meet the employer’s business needs. For example, if educational requirements disproportionately exclude certain minority or racial groups, they may be illegal if not important for job performance or business needs.
Are OutMatch assessments EEOC friendly?
Yes, thanks to careful research and good science—so as long as you use the right assessment for the role, and follow other EEOC guidelines, you’ll be in good shape.
Personality assessments are becoming standard practice in talent selection, and that makes it a popular market for HR technology firms, start-ups, and I-O practitioners. With more vendors in the game, finding an assessment that measures job fit (apart from other aspects of personality) is no easy task, but we’re here to help put your mind at ease. Whether you choose an assessment that’s validated against existing industry and job success data, or do a detailed job analysis for the role, you have options. We’ll work with you to provide the legal defensibly you need, and regularly monitor for adverse impact to help keep you in compliance.
This post is part of our FAQs series, where you can learn about the inner-workings of our assessments, as well as best practices to help improve your hiring process.