How Skill Assessment Tests Enable Data-Driven Decision Making and Reduce Bias
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Data has become a hot topic in business, and for good reason. The term ‘big data’ is everywhere you look these days – it’s practically welded onto every article about how companies are using insights from their large, digitized databases to make better decisions with confidence which will lead them down the path of commercial growth while also improving company bottom lines! What exactly does this mean though? And can skill assessment tests help reduce bias when making assessments on potential employees who might not have had any earlier exposure or experience working as part-time warehouse workers before coming into our agency last week looking lost without even knowing what department his new manager would be assigned
How do skill assessments help businesses make better decisions?
Skills assessments help employers and hiring managers assess candidates for jobs more quickly, efficiently, accurately, objectively & transparently than ever before. They provide a first-hand insight into someone’s potential to perform tasks that are integral in the job role allowing recruiters to remove subjectivity or bias from their decision-making process while also saving time by dropping unqualified applicants early on during staffing processes
What Is Data Driven Decision Making?
Data driven decision making (DDDM) is the process of using data to make informed and verified decisions. The modern analytics tools such as interactive dashboards, help people overcome biases so that they can use their cognitive skills in aligning business strategies more effectively than ever before!
The data-driven approach to decision making has become increasingly important as businesses are able not only avoid costly mistakes, but also find untapped areas of opportunity. After all, effective analysis leads to meaningful results and tangible ROI. People act on their instincts or “gut feelings” which can drive them into rash decisions without first investigating all available options DDDM bypasses emotions by using data avoiding preconceived notions that might taint hiring choices.
Here are some statistics to consider
Types of Bias you should be aware of
The following list of common biases in hiring can be a bit alarming, but it’s not that hard to avoid. You just need your employees’ insight and understanding about how these mistakes happen, so they don’t repeat them themselves!
- Confirmation bias
Confirmation bias is a psychological phenomenon that causes us to make assumptions based on our own perceived truths. Quick judgements often occur when we meet new people, which leads recruiters and interviewers to ask irrelevant questions in interviews as they seek evidence for their first pre-judgement of the candidate (often without even realizing it). With 60%+ confirming what you already believe about someone before ever meeting them or conversing with them for more than 15 minutes – this can be an expensive mistake.
- Halo and Horn Effect
A halo effect happens when recruiters place too much weight on one positive aspect of a candidate, giving them more credit than they deserve. The opposite can be said for the horn- it’s an instance where something negative about another applicant blindsides you with unwelcome news before any other information has been gleaned from their resume or interview skillset and leaves room only enough space to decide whether this person would make good fits within your company culture as well.
- Affinity bias
Affinity bias is a very real thing. It’s when recruiters feel an affinity towards candidates, such as something in common with them or coming from the same town – it can influence their hiring decision! For example…Recruiters should review every process and spot areas where affinity biases may occur, so they don’t make mistakes due to this powerful mental shortcut that we all have (the ability) fall victim too
- Non-verbal biases
Non-verbal biases can be either positive or negative judgements from recruiters about candidates’ body language, appearance and sense of dress. These are only one aspect in deciding who would make an effective addition to your team but it’s important that you look beyond them as well because sometimes people may seem nervous during interviews yet still have what is needed for success at work.
The future is now! More technology has been introduced into our workforce, which means that we can measure how diverse your team are. With these tools at hand, it will be easier than ever before to build a cohesive group of employees who work well together without any Prejudice or discrimination towards anyone else on staff due simply because they don’t share similar backgrounds as you do.
How can assessment tools like Yaksha help?
If you’re looking for a reliable and accurate way to assess your candidates, then you should consider using skills tests as part of your hiring process. Not only do they eliminate bias, but they also ensure that you are making well-informed decisions based on facts and hard evidence. At Yaksha, we provide an assessment platform that is designed to help businesses make better decisions – so why not give it a try? We guarantee that you won’t be disappointed!
There is no denying that we live in a time where data is king. For businesses to stay ahead of the competition, it is crucial that they start making data-driven decisions – and skill assessment tests can help you do just that! Not only do skill assessment tests provide hard evidence of an applicant’s suitability for a certain job but they also help identify any training gaps so that these can be addressed before the new starter begins their employment journey with your company. As a result, everyone wins! So why not incorporate skill assessment tests into your hiring process today and see how they can benefit your business? You might just be surprised at the results!