With the recent push for companies to hire a more diverse workforce, many employers are opting to use what are known as “blind hiring” techniques. Blind hiring is a way to minimize unconscious bias in hiring decisions, making it easier for employers to evaluate a candidate’s abilities without being influenced by factors such as gender, ethnicity, age, and educational background. Blind hiring tactics can take many forms, from simply eliminating (or “blinding”) names and other identifying information on resumes, to postponing face-to-face interviews until as late in the hiring process as possible. A recent Wall Street Journal article provides some other examples of innovative ways employers are implementing “blind hiring” techniques.
For over half a century, psychological research has demonstrated that pre-employment tests provide relevant and objective data about job candidates that are ultimately predictive of employee success. Now, a compelling new study from the National Bureau of Economic Research (NBER) reaffirms the idea that the use of pre-employment tests leads to tangible improvements in hiring results.
As some of you may be aware, Criteria's pre-employment testing software includes some assessments that were originally created by a research partnership between NASA and Harvard. There's an article in NASA's annual Spinoff publication about the collaboration that produced the MRAB, a test that was originally created by Dr Stephen Kosslyn, a Harvard University psychology professor and a member of Criteria's Scientific Advisory Board. If you are interested you can read the article here.