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Standardized measurement tool solves half the problem of objectivity when measuring cultural affinity, or measuring anything for that matter. The other half of the objectivity problem lies not in the instrument, but in the people who use it. Despite our best intentions, there are two things that can cause us to lose our objectivity: implicit bias and the desire to please. The way we developed the culture test will help protect you from both. Prevent implicit bias. Standardized instruments cannot help us obtain objective answers if we apply double standards (or even several) when reading the results. Double standards can appear through implicit bias. We don't want or try to judge candidates differently, but some details about them (their age, ethnicity, gender, shoe brand, or anything else) lead us to make an unconscious decision about them that can affect how we interpret what they say. they say and how they perform. To avoid implicit bias, we ask that you complete questionnaires to determine and measure the values, behaviors, and activities you look for in candidates before meeting with any candidates or viewing their results.
This helps keep your evaluation objective and allows you to evaluate each candidate based on their score, not based on your perception of them based on external factors. Overcome candidates' desire to please. Candidates want to impress you. They want you to like them and want you to offer them the job. Although enthusiasm is important, excessive eagerness to please can harm you and the candidate, because it does not Brazil Phone Number Data allow you to adequately measure the alignment of values. When candidates take the cultural test as part of their company application, they cannot give you “ideal” answers based on how you respond to them in a conversation or what they infer about you and your company during an interview. This allows you to monitor their desire to please so you can make a more objective assessment of what each candidate will bring to the position. Plus, the test's deadline (candidates have 10 minutes to complete it) helps them stay on track and be honest. They don't have time to research your company in an attempt to figure out what values, behaviors or activities you selected.
Also, the invitation to the assessment does not specify what tests are included, so they cannot really prepare for it. Even if the candidate tries to research your company in the moment, our platform's anti-cheat mechanisms will likely prevent them from doing so. The software tracks when the candidate leaves the test window, and takes random images of candidates during the assessment, showing whether they are using mobile devices for research. With these measures, you can objectively review and evaluate your candidates' results, knowing that each person responded as honestly as possible. Start hiring based on cultural affinity today A strong culture that evolves and grows with your company can mean the difference between organizational success and failure. The culture addition test helps you find candidates who share your organization's core values and bring the behaviors most important to your team's growth. Focusing on the combination of these basic elements will prevent you from basing your evaluation on extraneous factors that can introduce bias, and contribute to the diversity, innovation and overall success of your company.
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發表於 2024-3-12 16:20:08