Employers rushing to adopt new talent selection technologies designed to make screening and recruiting employees easier may want to proceed with caution as they don’t come risk-free.
Although these technologies, sometimes referred to as digital hiring platforms, assist employers and applicants in matching the right person to the right job, employers must ensure the technology doesn’t inadvertently discriminate on the basis of age or disability against applicants who can’t complete the required tasks on an equal footing with others.
Carol Jenkins, vice president of talent solutions at OutMatch, told Bloomberg BNA that the company has taken steps to ensure the personality traits measured in each assessment relate to performance on the job. Each ChequedFit assessment must not only be a valid predictor of job performance, but also appear relevant to the job, be reliable and demonstrate return on investment to the business, she said.
Read Alexis Kramer’s full article in Bloomberg BNA.