Is your assessment and selection process job-relevant? Does the candidate understand how your assessment is relevant to the role they’re applying for? If not, they may perceive the process as unfair. Relevance is a key factor that influences how candidates view the fairness of your assessment and selection process.
After reviewing the CIPD’s 2023 scientific study of 46 studies on fair selection, created in partnership with the Institute for Employment Studies, our Head of Assessment and Chartered Psychologist, Martin Kavanagh, explored the insights and implications in our latest webinar with the Institute of Student Employers.
Fair Selection: An Evidence Review
The CIPD’s meta-analysis offers valuable insights, including practical recommendations on creating a fair selection process. This research is particularly relevant for the Early Careers industry and high-volume recruiters.
Stereotype Threat in Assessment
A crucial finding in the CIPD review is the impact of stereotype threat on candidate performance. This psychological state occurs when individuals fear confirming negative stereotypes related to their social identity, such as race, gender, or ethnicity. For Fusion, addressing stereotype threat is so important that we dive deeper into this issue before considering overall candidate perception.
An experiment by Jacksch and Klehe highlighted how transparency in assessment can trigger stereotype threats. For example, when candidates were told that their “leadership skills” were being assessed, female candidates underperformed compared to males. This was due to the stereotype that women are less likely to be leaders, which increased cognitive load and affected their performance.
It’s vital to consider how you present your assessment activities and ensure that you are minimizing unconscious bias to create the fairest process possible for all candidates.
Research and Practical Suggestions
Clarity and Relevance
The CIPD research clearly shows that when candidates perceive the job relevance of an assessment, fairness perceptions improve. Connecting the dots between what’s being assessed, how, and why it’s relevant is key to fairness, especially in the early stages of high-volume recruitment processes. Candidates need to understand how cognitive ability tests or situational judgment tests relate to the role they’re applying for. Lack of clarity can negatively affect their engagement with the process.
Language Considerations
Language is another important factor. Are you using clear, accessible language in your assessments? Avoid unnecessary jargon and ensure that your language is culturally inclusive. This is also crucial in feedback communication, phrasing feedback in a positive and constructive way can provide candidates with valuable insights while maintaining fairness.
Timing of Decisions and Feedback
Research shows that delivering feedback as soon as possible after an assessment increases perceived fairness. Delays in decision-making lower fairness perceptions. However, be mindful of delivering results on the same day, as it can feel rushed and unfair to candidates.
Technology and Artificial Intelligence
Many candidates expect that AI will score their assessments, particularly video interviews. If you’re using manual screening, it’s essential to communicate this to candidates—it can significantly boost perceptions of fairness.
Additionally, there’s a growing debate around face-to-face versus virtual assessments. While Early Career candidates appreciate the flexibility of virtual assessments, research indicates that face-to-face assessments are scored more leniently. This discrepancy is something to be aware of when designing your process.
Reflection
The CIPD’s research on perceived fairness offers valuable insights into how small considerations in your assessment process can impact candidate perceptions. At Fusion, we’ve highlighted the key takeaways that are most relevant to our services. However, every organization will find unique opportunities for improvement.
To dive deeper into these topics, watch the full webinar recording, where Martin Kavanagh answers questions from the audience. You can find the webinar on the Institute of Student Employers’ YouTube channel.
At Fusion, we can help you evaluate, design, and optimize your assessment process. To learn more about how we can support your recruitment strategy, visit our Assessment Services page.
