Pre-employment testing can improve inclusivity, expand applicant pools and reduce bias in hiring in several ways:

  1. Standardized assessments: The best psychometric test providers offer standardized assessments that measure job-related skills and abilities. These applicant screening tools help eliminate hiring bias by providing a consistent, objective evaluation of all job candidates.
  2. Job-relevant criteria: Psychometric test training and best practices related to pre-employment testing processes focus on job-related criteria used to evaluate candidates. The proper focus helps eliminate or minimize bias based on race, gender, or ethnicity.
  3. Reducing reliance on resumes: Pre-employment psychometric tests can help reduce dependence on resumes, which often contain information subject to bias, exaggerations, and misrepresentations. Resumes often include information about a candidate’s education, work history, and other factors that could lead to unconscious biases.
  4. Increasing diversity: Pre-employment tests can help increase diversity in the workplace by identifying, showcasing, and highlighting candidates with job-related skills and talents, regardless of their background. Pre-employment testing is a great way to minimize bias and expand the pool of qualified candidates.
  5. Validation studies: Validation consists of independent studies which examine their accuracy, effectiveness in predicting job performance, and absence of adverse impact/bias. The goal is to utilize validated pre-employment tests that are reliable, job-related, and absent of discriminatory bias.

Properly validated, standardized psychometric tests focused on job-related criteria help reduce reliance on resumes, increase diversity, and make it easier for employers to hire right the first time. 

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