How do you design and conduct a fair and inclusive assessment process?

1 Define the job requirements

Before you start screening and interviewing candidates, you need to have a clear and realistic understanding of the job requirements and the competencies that are essential for success. Avoid using vague or subjective criteria, such as "fit" or "culture", that can introduce bias or discrimination. Instead, use objective and measurable standards, such as skills, knowledge, experience, and performance indicators. You can also use job analysis tools, such as surveys, interviews, or focus groups, to gather input from relevant stakeholders, such as managers, employees, or customers.

2 Choose the right assessment methods

Once you have defined the job requirements, you need to select the appropriate assessment methods that will evaluate the candidates on those requirements. There are many types of assessment methods, such as resumes, tests, interviews, simulations, or portfolios, but not all of them are equally valid, reliable, or fair. You should choose the methods that are relevant to the job, aligned with the competencies, and consistent with the best practices of your industry. You should also consider the diversity and accessibility of your candidates, and provide reasonable accommodations or alternatives if needed.

3 Train the assessors

The assessors are the people who will administer, score, and interpret the assessment methods. They can be recruiters, managers, peers, or external experts. Whoever they are, they need to be trained on how to conduct the assessment process in a fair and inclusive way. This means that they should be aware of their own biases and stereotypes, and how to avoid or minimize them. They should also follow the same procedures and criteria for all candidates, and use objective and evidence-based methods to make decisions. Additionally, they should communicate clearly and respectfully with the candidates, and provide constructive feedback.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?