There is now widespread recognition that having a diverse workforce and an inclusive culture benefits a business. For any organization looking to achieve greater diversity, taking an unbiased approach to candidate assessment during the hiring process is key.
Well-known companies across a wide range of sectors—including Accenture, Barclays, EY, Lloyds Banking Group, Microsoft, and Aviva—are rethinking their approach to assessment and selection of job applicants to ensure that the process is fair and objective, and that helps drive social impact.
Recruitment decisions based only on the schools candidates attended, subjects they studied, and the grades they earned will almost always introduce bias into the selection process. Replacing traditional methods with blended assessments and a strengths-based approach enables companies to level the playing field for all candidates.
Making selections based on strengths is a naturally bias-free process because candidates’ strengths are authentic reflections of who they are, and strengths-based assessments are therefore less prone to influence advantages job applicants many have because of their backgrounds or other factors.
Assessing with Authenticity
Cappfinity is a global leader in strengths-based assessments. The company designs and builds bias-free assessments for a variety of roles, functions, and seniority levels using real-life scenarios and mixing mediums to create an authentic and unique experience for candidates.
Founded in 2005 by Alex Linley, an expert in positive psychology, and Nicky Garcea, a psychologist and strengths expert, Cappfinity now has teams in the United States, the UK and Australia and works with more than 150 organizations and over 5 million individuals worldwide in service of a shared purpose—strengthening the world.
Bias-free algorithmic assessments enable companies to look past candidates’ grades, courses of study, and schools and recruit for ability, fit, and potential—supporting strategic diversity and inclusion goals.
