Inclusive Hiring: The Power of Competency-Based Assessments

“This is a very physical job, are you sure you can handle it?" to female candidate, for a construction role

"Do you think you can keep up with the fast pace of social media these days?" to David, 55+, for a marketing role

"This role requires a lot of clear communication, will that be an issue?" after noticing Liam's stutter

"I see you went to a public school, did you have the opportunity to develop strong leadership skills?" to Chloe who attended a public school

“How comfortable are you interacting with people from different backgrounds?" to Aisha, who wears a hijab, for a customer service role

These are some verbatim examples of unfair and biased interviews in Australia, showcasing different intersectional groups e.g. Stereotyping based on gender, ageism, focusing on cultural background (not job skills), focusing on disability (not potential for accommodation) or assuming leadership based on school background.

It is therefore timely to talk about Competency-based Assessments for today's competitive job market, how they can ensure a fair and unbiased hiring process which is essential for fostering diversity and inclusion. Traditional experience-focused interviews often fall short, allowing implicit and confirmation biases to skew decisions. By shifting to competency-based assessments, Australian companies can significantly mitigate these biases, ensuring that every candidate is evaluated on their true potential. Here’s how this approach transforms recruitment practices:

[Disclaimer – all case studies are entirely fictitious and does not represent any particular person or organisation]

1. Standardized Criteria and Objective Evaluation:

Picture this: it's crunch time, and your outback mining operation needs a new geologist. Resumes with years of experience are plentiful, but what truly matters is on-the-ground capability. We saw Competency-based assessments as our secret weapon; Infinity Resources ditched the traditional interview format and focused on specific skills. Need a problem-solver? We present a real-world scenario. Teamwork a must? We have candidates collaborate on a mock project. This standardized approach ensures everyone's evaluated on the same criteria, removing personal bias, and ensuring we find the best person for the job – a true gem, no matter their background.

• Competency-Based Assessments: Focus on specific skills and behaviours required for the job, assessed through predefined criteria. This reduces the influence of personal biases since each candidate is evaluated based on the same standards. Example: Instead of asking about past job titles or companies worked at, the interviewer asks candidates to demonstrate problem-solving skills or teamwork abilities through structured questions.

2. Reduction of Subjectivity:

Imagine yourself recruiting for a lifesaver on Manly Beach. A flashy resume with ten years at another beach isn't enough. What truly matters is their ability to think clearly under pressure. Competency-based assessments are like a rip current test. We throw candidates real-life rescue scenarios and assess their skills objectively, not just their past. Forget the "who you know" game. This approach ensures we pick the best lifesaver with the right skills, regardless of where they learned them – keeping everyone safe on our iconic beaches.

• Objective Measurement: Competency-based interviews measure candidates against objective criteria related to job performance, rather than subjective impressions of their experience or background. Example: Instead of evaluating a candidate’s experience at a well-known company, the focus is on their ability to handle specific job-related scenarios.

3. Minimizing Stereotypes and Assumptions:

Ever judged a book by its cover, or thought a young bloke couldn't be a shift manager? Competency-based assessments are the great equalizer; we assess skills, not stereotypes. Forget the "old mate" network - here, it's all about what you can do. Whether it's a young gun with a brilliant mind for handling difficult customers or a seasoned worker with a hidden leadership streak, these assessments ensure we find the best person for the job, regardless of their background. It's a fair shake of the sauce bottle, giving everyone a crack based on their skills, not assumptions.

• Skills Over Background: By concentrating on specific competencies, interviewers are less likely to make assumptions based on stereotypes related to age, gender, ethnicity, or educational background. Example: Assessing a candidate's leadership potential through situational questions rather than assuming they are not capable based on their age or previous roles.

4. Equal Opportunity for Diverse Candidates:

We all know the struggle of getting a foot in the door, especially if you haven't followed the typical career path. At our company, that's where competency-based assessments come in. It's like a level playing field for the outback explorer – no fancy degrees or years at a big-name firm hold more weight than your actual skills. Whether you honed your marketing chops through volunteer work or learned project management from running your own side hustle, these assessments give everyone a fair shot. We focus on what you can do, not where you've been, ensuring the best talent gets the chance to shine, regardless of their background.

• Level Playing Field: Competency-based assessments provide a fair platform for all candidates, especially those from non-traditional backgrounds, by valuing skills and potential over past experiences. Example: A candidate who has gained relevant skills through non-conventional paths (e.g., volunteer work, self-learning) is given the same opportunity to demonstrate their abilities as someone with formal experience.

5. Structured Interviews:

Imagine you're interviewing for a role at a top Sydney fintech firm. We ditch the fancy lunches and cryptic questions. Competency-based interviews are our way of ensuring a fair go for everyone. It's like a well-structured ‘barbie’ – everyone gets thrown the same snag, and we judge based on the sizzle, not the size. We ask the same questions, focusing on the "how" and the "what" – how you tackled a challenge, the steps you took, and the results you achieved. Your past performance is the best indicator of your future potential, so tell us your stories! This approach levels the playing field, finding the best person for the team based on their skills and what they bring to the table, not their background or who they know.

• Consistent Process: Competency-based interviews typically follow a structured format, where each candidate is asked the same questions in the same order, ensuring a consistent and fair evaluation process. The emphasis is on how YOU did something, HOW you did it, and what were the OUTCOMES. The principle here is – past behaviour can help predict future behaviour. Example: Using a set list of competency questions for all candidates, such as, “Describe a time when you had to solve a complex problem,” ensures that all candidates are assessed equally.

6. Focused Feedback and Calibration:

In the high-pressure environment of a competitive hiring process, clear and actionable feedback is critical. Competency-based assessments deliver just that. Think of it like a performance review for a top athlete.? We at YOLO Solutions ditch subjective impressions and focus on pre-defined competencies, ensuring feedback aligns with the specific skills required for the role. Did you demonstrate exceptional problem-solving during the interview? Or perhaps your communication skills need further development? Our feedback provides a clear picture of your strengths and areas for growth, empowering you to refine your approach for future opportunities. It's a professional and objective approach that benefits both you and the organisation.

• Objective Feedback: Feedback is based on how well candidates meet the predefined competencies, rather than on personal opinions or biases. This helps in providing clear and actionable feedback. Example: Interviewers provide feedback based on specific competencies demonstrated during the interview, rather than vague impressions like "seemed like a good fit."

7. Training and Awareness:

We all know we have unconscious biases, but at Awesome Spectrum, we're ‘fair dinkum’ about tackling them head-on. We train our interviewers to identify these biases, so they don't influence their judgment. But that's not all! Competency-based assessments is like having a pre-determined soccer drill for every candidate – everyone's assessed on the same skills, not some gut feeling. This structured approach ensures a level playing field, and combined with our bias awareness training, guarantees the best person gets the job – regardless of who they are or where they come from.

• Bias Awareness Training: Training interviewers to recognize and mitigate their implicit biases is crucial. Competency-based assessments complement this by providing a clear framework for evaluation. Example: Training sessions that highlight common biases and how competency-based interviewing helps counter them, followed by practice sessions using the structured format.

8. Mitigating Confirmation Bias:

Right, let's address confirmation bias head-on. You know how sometimes we latch onto an initial impression in an interview? Competency-based assessments are X Corp’s secret weapon against that. We ditch the leading questions and focus on concrete evidence. Think of it like a performance review for a top athlete. We ask for specific examples of past behaviour that demonstrate the required skills. This evidence-based approach ensures we make objective decisions based on demonstrable capabilities, not subjective hunches. It's a professional and fair way to find the best person for the job, regardless of background.

• Evidence-Based Decisions: Competency-based assessments require evidence of skills and behaviours, which helps reduce the impact of confirmation bias by focusing on observable and demonstrable criteria. Example: Instead of asking leading questions that confirm initial impressions, interviewers focus on gathering specific examples of past behaviour that demonstrate the required competencies.

[Disclaimer – all case studies are entirely fictitious and does not represent any particular person or organisation]

Summary

By adopting competency-based assessments, employers can ensure a more equitable recruitment process that truly values skills and potential over background and experience. This structured, evidence-based approach not only reduces the influence of implicit and confirmation biases but also ensures that the best candidate for the job is selected based on their demonstrated abilities. As we strive to build more inclusive workplaces, let’s embrace these practices to create diverse, high-performing teams that drive innovation and success.