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Personality & IQ testing, hiring bias, candidate rights

Aleta197·Mar 12, 2021
Posted in:Diversity, Equity & Inclusion
My question to the group:--Is requiring testing prior to being screened for a job legal? -What protections do job candidates have around their data privacy?-Are there any bias-neutral hiring / screening tools this community has been impressed with? I know these are big themes in one question, but here's the context:I recently applied for an exec level job, and  immediately received an automated HR email (quoted below) asking me to complete a test."To more effectively (and more objectively) assess our talent, we’re excited to partner with a third-party vendor during our interview process...This online psychometric assessment is a combination of 4 basic cognitive skills, (attention to detail, numerical, logical, and verbal reasoning) and a personality assessment (based on the 16PF framework). If your skill set seems like a good fit for the position, then a Recruiter will reach out to the email you provided in your application." "You have the right to object to the processing of your personal data at any time by filling out the request form.Please beware that your refusal to provide us with your personal data or to process it in the database may result in us not being able to carry out any activity related to your candidacy for a job with this company."This just seems so wrong. -The email made the test a prerequisite for hiring consideration.-The test was timed, video-recorded (which due to covid was in the candidate's home), and had Myers Briggs-like and IQ type questions.-The testing company holds data for up to 6 months and may use it for other roles or other hiring companies (according to their privacy policy). The screening company wasn't Unicru/ Kronos/UKG or Hirevue (which were mentioned in HBO's Persona documentary), but an early stage, AI driven platform.  Wondering what kind of recourse and protections candidates have. Thanks!
Larissa88'sLarissa88·Mar 12, 2021
I know nothing of the legality of this but it certainly would make me incredibly uncomfortable! Aside from the fact that these types of tests are just so incredibly biased and inaccurate to the point of being astrological it just feels ... icky...Are you sure you still want to work for the company after this?
Aleta197·Mar 12, 2021
Thank you for your for the response! After taking the test, I wrote to both the hiring company to explain my discomfort, and to the testing company privacy team to remove my personal data under GDPR rights. You're right that it does feel icky- especially when it hides under the banner of "being objective in hiring." I'm raising this question because I really did want the job I applied for. I get that HR doesn't want to sort through applicants, but there has to be a better way... maybe someone here knows.
Jada49·Mar 12, 2021
I’ve seen organizations do an exercise or test after the resume screen/phone screen, but before even screening (especially the way they did) does seem really odd. I feel like this can be done in an equitable way, but I’m not sure that’s it. I did come across an organization this week that the way they presented their job descriptions included a brief “exercise” if you will in lieu of a cover letter. The whole thing seemed to scream equity to me though- here’s a link, let me know if you think this could be a version of this done well? https://www.sumofus.org/about/jobs/detail/?gh_jid=5119376002
Aleta197·Mar 13, 2021
I love this example- thank you! Pay transparency is a great start to balance expectations. With your example, candidates have a chance to map their qualifications back to the ask, and to advocate for the higher part of the range. I wouldn't mind some writing if it led to a more fair interview process for all. And it probably helps HR weed out candidates who don't have genuine interest in the role.
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