Unconscious bias doesn’t just harm candidates; it impacts businesses, too. Organisations that fail to address bias risk:

•Missing out on diverse talent: Homogeneous teams lack the range of perspectives needed to drive creativity and innovation.

•Lower employee engagement and retention: Employees are less likely to feel valued if they perceive inequities in hiring or promotion processes.

•Reputational damage: Companies perceived as non-inclusive may struggle to attract talent in the long term.

•Compliance risks: In some jurisdictions, biased hiring practices can lead to legal repercussions.

To combat these challenges, many organisations are turning to science-backed testing solutions to ensure an objective hiring process.

Science-backed candidate testing refers to the use of validated, research-driven assessments to evaluate candidates objectively. Unlike subjective methods like resume screening or unstructured interviews, these tests provide measurable data to inform hiring decisions.

Let’s explore how they can help eliminate unconscious bias in the hiring process:

1. Focus on Skills and Competencies

Traditional hiring processes often rely heavily on resumes, which can unintentionally amplify biases. For example, studies have shown that resumes with “ethnic-sounding” names receive fewer callbacks compared to those with “Western-sounding” names, despite having identical qualifications.

Science-backed tests, such as skills assessments, focus purely on a candidate’s abilities. Whether it’s coding tests, language proficiency assessments, or cognitive ability tests, these tools ensure that hiring decisions are based on what a candidate can do, not superficial factors.

Example: A tech company may use coding simulations to evaluate software developers’ capabilities, eliminating the influence of factors like the candidate’s alma mater or work history.

2. Standardised Evaluation Across All Candidates

Unstructured interviews are notorious for being subjective. The conversation can easily be swayed by the interviewer’s biases, often leading to inconsistent evaluations.

Science-backed assessments, on the other hand, create a level playing field by evaluating all candidates against the same criteria. Tools like psychometric testing measure personality traits, cognitive abilities, and work preferences using standardised questions and benchmarks, ensuring objectivity.

Example: A customer service company could use personality assessments to identify candidates with high emotional intelligence and stress tolerance—qualities critical for success in the role.

3. Data-Driven Insights for Better Decisions

Science-backed assessments provide quantifiable data, which can be used to compare candidates fairly. This removes the guesswork and subjectivity often associated with traditional hiring methods.

Data-driven insights also enable hiring managers to focus on the skills, behaviours, and attitudes that predict job success, rather than relying on “gut feelings.”

Example: By analysing results from a cognitive ability test, a finance firm can shortlist candidates who demonstrate strong problem-solving skills and numerical reasoning, regardless of their age, gender, or background.

4. Blind Recruitment Practices

Many science-backed testing platforms allow for blind recruitment, where identifying details (like name, gender, and age) are hidden during the evaluation process.

This ensures that hiring managers assess candidates solely based on their test results, reducing the likelihood of biases influencing decisions.

Example: An organisation hiring for a graduate role could use a combination of aptitude tests and behavioural assessments while anonymising candidate details during the screening phase.

5. Encouraging Diversity and Inclusion

By focusing on candidates’ potential rather than their past, science-backed assessments widen the talent pool and promote diversity. Candidates from underrepresented groups, who may not have had access to traditional opportunities, are given a fair chance to demonstrate their abilities.

Example: A company looking to hire for leadership roles could use emotional intelligence assessments to identify high-potential candidates with strong interpersonal skills, regardless of their professional background.

Implementing science-backed candidate testing not only removes unconscious bias but also fosters a more inclusive company culture. When employees see that hiring decisions are fair and merit-based, they’re more likely to trust the organisation and feel valued.

Additionally, diverse teams bring fresh perspectives and ideas, driving innovation and improving business outcomes. A McKinsey study found that organisations with diverse executive teams are 36% more likely to outperform their peers financially.

To maximise the benefits of science-backed assessments, organisations should follow these best practices:

1. Choose Validated Assessments: Ensure the tests you use are scientifically validated and relevant to the roles you’re hiring for. Look for tools that measure specific competencies tied to job success.

2. Train Hiring Managers: Educate your team on how to interpret assessment results and integrate them into the broader hiring process.

3. Combine with Other Methods: While assessments are powerful, they should be used alongside structured interviews and reference checks for a holistic view of candidates.

4. Analyse and Refine: Regularly review assessment outcomes to ensure they’re delivering the desired results and adjust your approach as needed.

A global retail company struggled to increase diversity in their workforce. By implementing psychometric assessments, they shifted their focus to candidates’ problem-solving abilities and customer service potential, rather than previous experience or education.

The result? A 30% increase in hires from underrepresented groups and a 25% boost in customer satisfaction scores, thanks to the broader range of perspectives on their team.

Removing unconscious bias in hiring processes isn’t just about compliance—it’s about creating a fair, inclusive, and high-performing workplace. By integrating science-backed candidate testing into your recruitment strategy, you can ensure that every hire is based on merit, paving the way for a more diverse and dynamic workforce.