Diversity Hiring
Deliver through diversity
Diversity, equality and inclusion should be the norm in all businesses today. Demanded by the next generation of professionals, workforce diversity is proven to deliver financial outperformance and innovation. Critical for closing the growing global skills gap, diversity hiring can be blocked by unconscious bias.
Beat unconscious bias
Everyone has unconscious biases, and in a hiring context they can constrain workforce diversity. Traditional screening methods like reviewing CVs and scrolling through LinkedIn profiles often only distort perceptions further. These processes can unintentionally create bias by focusing heavily on educational background, past employers, or even a candidate's name. People science counteracts this risk by focusing entirely on objective data.
Measure what matters
It takes our brains 0.1 seconds to form an opinion about someone, so unconscious bias is likely affecting your hiring decisions. This has the potential to prevent you from hiring and keeping top talent.
Psychometrics predict potential rather than focusing on past experience. They measure cognitive diversity and behavioral traits, which are critical for team success but often missed in traditional hiring methods. Thomas provides you with unbiased data on what really matters: a candidate's potential to succeed in a role and fit - behaviorally - within a team. Simply select the traits you need for success in a role, and rank applicant scores against this profile.
Harvey Nash: Beating bias in recruitment
Watch how Harvey Nash used Thomas Perform to beat bias and increase diversity in recruitment.
Deliver with diversity
Numerous studies show that diversity improves business performance. With women in leadership, culture often improves. With diverse racial and social backgrounds in a team, innovation goes up. And there are moral and financial advantages too. Yet despite this, achieving workforce diversity often challenges companies.
Thomas Connection Intelligence (CXI) uses proven people science to understand cognitive diversity and enhance business performance. This allows a deeper assessment of candidates beyond initial impressions.
With businesses much more aware of soft skills and behavioural traits than ever, Thomas makes it easier for businesses to unlock the potential of their people, increase diversity and inclusion and to recruit objectively.
Closing the skills gap with diversity hiring
With technology now evolving at such a rapid pace, the global skills gap is widening. Despite struggling to fill vacancies, many businesses overlook top talent due to unconscious bias.
Thomas CXI measures a candidate’s ability to solve problems at pace, as well as the traits determining professional success, equipping you with actionable insights into their capabilities. By making objective recruitment decisions, companies can fill roles faster, reduce the cost of hire, and build a diverse, high-performing team.
FAQs
Which recruitment methods are the fairest?
The best way to avoid bias is to use a combination of different methods and well-tested assessments. In isolation nearly every recruitment tool can create bias, although psychometrics offers the lowest likelihood of this. Even then, we always advocate for using a mix of psychometric assessments to get a well-rounded picture of your candidates, and to use scenario-based interviewing techniques that allow candidates to show their problem-solving capabilities alongside their experience.
While some claim that psychometrics do still create bias, the tools Thomas uses have been analysed and re-analysed over many years to ensure their fairness and validity. The Aptitude (GIA) assessment, for instance, was built on 85 years of data, and has then been repeatedly tested for validity and impartiality by a range of psychologists since its creation in 1998.
Thomas considers it our responsibility to ensure every assessment we use is the most accurate version available on the market, and our science team regularly check our portfolio for fairness, accuracy, and reliability. Helping you build a recruitment strategy that you can trust.
How do Thomas psychometric assessments integrate with existing HR systems?
We know your team is busy, and learning new software can add to daily burnout. That is why our Thomas CXI platform is available as a standalone platform, and also integrates seamlessly with your existing Applicant Tracking Systems. You get powerful, customised reporting without disrupting your current HR workflows.
How do I get hiring managers to adhere to fairer processes?
Change can be challenging, but it’s easier when everyone understands the benefits. Start by sharing why a fair, objective hiring process is so important for the business’s success. You can explain how it helps find the best people for the job, reduces hiring costs, and builds stronger, more diverse teams. We recommend providing training on unconscious bias and showing how new tools, like psychometric assessments, provide objective data that complements their own expertise. When managers see how these tools can help them make more confident and effective hiring decisions, they’re more likely to embrace new processes.
