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Nieuwe wet verplicht organisaties discriminatie in sollicitatieproces tegen te gaan. Maar hoe?

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In 2021 krijgen organisaties de wettelijke verplichting om 'aantoonbaar inzet te plegen om discriminatie op de arbeidsmarkt tegen te gaan'. In het afgelopen jaar is (onbewuste) discriminatie een steeds relevanter onderwerp geworden. En onderzoek toont aan dat dit erg logisch is.

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Al bij het lezen van het cv hebben mensen met een achternaam anders dan een Nederlands klinkende achternaam een 4 tot 6 keer grotere kans om afgewezen te worden. Uit een onderzoek van Panteia blijkt dat de situatie wel verbeterd is ten opzichte van 2015 met betrekking tot leeftijd en geslacht, maar hebben mensen met een andere achtergrond nog steeds een grotere kans om afgewezen te worden op basis van hun cv. Ook blijven de inkomens achter van mensen met een niet-westerse achtergrond op die van autochtone Nederlanders.

Deze discriminatie op de arbeidsmarkt is een probleem, omdat in onze multiculturele samenleving niet iedereen evenredig wordt vertegenwoordigd in het bedrijfsleven. De hoogste functies in dit land worden nog vaak bekleed met witte autochtone mannen. Vrouwen en allochtone mannen blijven achter en allochtone vrouwen al helemaal. Dit betekent dat organisaties veel talent mislopen en dat er in de samenleving een ongelijk verdeelde arbeidsmarkt is ontstaan. En dit laatste was reden voor de politiek om in te grijpen.

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‍Toezicht gelijke kansen bij werving en selectie

Om het probleem nu daadwerkelijk aan te pakken, heeft het ministerie van Sociale Zaken en Werkgelegenheid het wetsvoorstel 'Toezicht gelijke kansen bij werving en selectie' in het leven geroepen. Wanneer deze wetswijziging wordt doorgevoerd, zullen alle bedrijven in Nederland verplicht zijn beleid te voeren om gelijke kansen bij werving en selectie te bevorderen. Afhankelijk van het bedrijf moet dit mondeling worden toegelicht of schriftelijk worden vastgelegd.

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Gebruik assessments als het antwoord op deze wetgeving (en om beter talent te selecteren natuurlijk)

Voor veel bedrijven is het een grote opgave om te voldoen aan dit wetsvoorstel. Zeker als het gaat om de schriftelijke verplichting. Wat we veel terug zien, is dat dit wetsvoorstel vooral twee vragen oproept. Eén is: voldoet mijn beleid aan het wetsvoorstel? En twee is: hoe bewijzen we dat we aan de verplichting voldoen? Het antwoord op allebei deze vragen is misschien onverwacht en kort, maar het luidt: assessments. En dan wel wetenschappelijk gevalideerde assessments.

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Hoe draagt een assessment bij aan gelijke kansen?

Het gebruik van assessments in personeelsselectie draagt bij aan gelijke kansen voor iedereen op meerdere manieren. Ten eerste bestaat een assessment uit een vaste reeks vragen die iedere kandidaat krijgt. Deze vaste set vragen is ontwikkeld op basis van objectieve psychologische modellen. Die modellen (als het om persoonlijkheid gaat, gaat het om de Big Five of de HEXACO) zijn zo ontwikkeld dat dezelfde persoonlijkheidstrekken te vinden zijn in elke cultuur en taal. Dit betekent dat elke kandidaat ongeacht afkomst dezelfde kansen heeft om de vragen te kunnen begrijpen en beantwoorden.

Ten tweede komt er na het doen van een assessment een score uit. Deze score geeft bijvoorbeeld weer wat iemands IQ is, hoe geordend iemand te werk gaat en of iemand bijvoorbeeld moeite heeft met spreken voor een groep. Deze scores zijn makkelijk te begrijpen voor iedereen, waardoor weinig interpretatie nodig is en dus ook weinig ruimte voor subjectieve beoordeling of vooroordelen. Het bewijs dat er weinig ruimte is voor subjectieve beoordeling komt voort uit de interbeoordelaarsbetrouwbaarheid. Uit onderzoek blijkt namelijk dat wanneer de uitkomst van assessments aan meerdere beoordelaars wordt voorgelegd, de overeenkomst in beoordeling enorm groot is. Dit betekent dus dat subjectieve opvatting een veel kleinere rol spelen na de afname van een assessment.

Als derde en misschien wel de belangrijkste hebben assessments een hele goede voorspellende waarde. Onderzoek heeft talloze keren laten zien dat assessments gebaseerd op de Big Five of de HEXACO heel goed kunnen voorspellen wie er goed gaat presteren binnen een bedrijf. Dit in tegenstelling tot een cv of een ongestructureerd interview waar mensen die zich goed kunnen presenteren meer kans maken dan meer introverte mensen die zich niet gelijk goed kunnen uiten of vertellen wat een recruiter graag wil horen.

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Dit brengt mij ook tot het laatste punt waarom een assessment bijdraagt aan objectieve selectie en gelijke kansen voor iedereen. Namelijk dat een assessment de recruiter kan helpen om interview vragen te genereren en op die manier het interview te structureren. De interview vragen zijn dan bijvoorbeeld gebaseerd op de sterke of juist de zwakke punten van een kandidaat. Door op deze manier kandidaten te interviewen, gaat het gesprek over de benodigde competenties van een kandidaat en niet of er een persoonlijke klik is. Waarbij dat laatste dan weer goed is voor de diversiteit. Meer weten over hoe The Selection Lab kan helpen bij het voldoen aan deze wetgeving? Neem contact op via info@theselectionlab.com of neem een kijkje op theselectionlab.com.

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Gerelateerde artikelen:

De bijdrage van assessments aan diversiteit

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FAQ

Can game-based assessments promote diversity in the recruitment process?

Yes, game-based assessments can promote diversity by focusing on skills and behavior rather than traditional criteria like résumés, which may contain unconscious biases. This gives candidates from diverse backgrounds an equal opportunity to demonstrate their potential.

What is a game-based assessment?

A game-based assessment is a testing method that uses game mechanisms to evaluate candidates' skills, competencies, and personality traits. During these games, various aspects such as problem-solving ability, cognitive capacities, and behavior under pressure are assessed interactively.

What are the advantages of game-based assessments?

Game-based assessments can offer an interactive and engaging experience for candidates, which may contribute to a more positive perception of the application process for certain groups. For employers, these assessments provide deep insights into both cognitive and behavioral qualities in a way that traditional tests may not offer. Additionally, they can reduce the likelihood of socially desirable behavior, as candidates in a game environment often respond more authentically and spontaneously.

How reliable are game-based assessments compared to traditional tests?

If well-designed, game-based assessments can be just as reliable, and in some cases even more reliable, than traditional tests because they measure a wide range of behavioral indicators and cognitive skills in a dynamic setting. However, there is a significant difference in quality among various game-based assessments, so it’s important to be mindful of this.

How does a game-based assessment work?

In a game-based assessment, candidates participate in interactive games designed to measure specific skills and behaviors. During the game, not only the final result is analyzed, but also how the candidate makes decisions, responds to challenges, and handles different scenarios. These observations provide insights into their thought processes and behavior patterns.

Are game-based assessments scientifically validated?

The major disadvantage of game-based assessments is that they are relatively new, meaning many have not yet been thoroughly researched by independent researchers. Many companies cite their own studies, but these are rarely independently validated. Without independent research, you cannot be certain of the reliability of game-based assessments. Be aware of this when selecting the most appropriate assessment.

How can game-based assessments contribute to a better candidate experience?

This varies greatly depending on the target group. Due to the playful and interactive nature of game-based assessments, some groups of candidates experience less stress than with traditional tests. Research shows that certain groups (particularly candidates over the age of 35) tend to experience more stress from a game. Additionally, studies have found that men generally perceive games more positively than women.

Can you practice game-based assessments?

Although you can familiarize yourself with the type of games used, game-based assessments are difficult to practice specifically. They are designed to measure natural reactions and authentic behavior, so repetitive practice has less influence on the outcome than with traditional tests.

Will game-based assessments replace traditional tests in the future?

It is likely that game-based assessments will play a larger role in future recruitment processes, but a complete replacement of traditional tests is uncertain. Both methods can complement each other and be used depending on the specific requirements of the role and the company's preferences.

How are the results of a game-based assessment analyzed and interpreted?

The results of a game-based assessment are analyzed based on predefined parameters such as problem-solving ability, reaction time, and behavior under pressure. Advanced algorithms automatically collect and process the data to provide an objective and reliable assessment of the candidate's competencies and skills.

What skills are measured in a game-based assessment?

Game-based assessments measure a wide range of skills. For example, they evaluate a candidate's problem-solving ability, adaptability, decision-making under pressure, collaboration, and emotional intelligence. Depending on the specific design, cognitive skills such as memory, attention, and pattern recognition may also be assessed.

How long does a game-based assessment take?

The duration of a game-based assessment varies but usually lasts between 15 and 60 minutes. This depends on the complexity of the game and the number of skills being measured. These assessments are often shorter and more interactive than traditional tests, which can contribute to a more enjoyable candidate experience.

Are game-based assessments suitable for all roles?

Game-based assessments are particularly suitable for roles where cognitive flexibility, creativity, problem-solving ability, and interpersonal skills are crucial. For highly technical or specialized roles, additional tests or evaluations may be needed to measure specific knowledge and expertise.

What is the difference between a game-based assessment and a gamified assessment?

The difference between a game-based assessment and a gamified assessment lies in the extent to which game techniques are integrated. In a gamified assessment, traditional tests are enhanced with game elements to increase engagement, while in a game-based assessment, the game itself is the primary tool for evaluation. In a game-based assessment, candidates are assessed based on their interaction within the game, which is designed to measure specific competencies.

FAQ

How can I improve my company’s retention rate?

The retention rate can be improved by investing in employee development and satisfaction. This includes offering training, career opportunities, and recognition for their contributions. A culture of open communication and attention to work-life balance can also contribute to higher retention. Additionally, offering competitive compensation and involving employees in decision-making can strengthen loyalty.

What are the benefits of growth opportunities for employee retention?

Growth opportunities can promote employee retention by giving staff a sense of direction and motivation. When they have the chance to learn and develop professionally within the company, they feel valued, which increases their loyalty. This can prevent them from leaving to seek better opportunities elsewhere. kunnen het behoud van personeel bevorderen door medewerkers een gevoel van richting en motivatie te geven. Wanneer zij de kans krijgen om te leren en zich professioneel te ontwikkelen binnen het bedrijf, voelen zij zich gewaardeerd, wat hun loyaliteit vergroot. Dit kan voorkomen dat ze vertrekken om elders betere kansen te zoeken.

What are the key factors that influence employee retention?

Key factors that influence employee retention include salary and benefits, opportunities for professional development, work-life balance, company culture, and the relationship with supervisors. Employees tend to stay longer when they feel valued, challenged, and supported in their work environment.

Why is employee retention so important for organizations?

Employee retention is important because it helps reduce recruitment and training costs for new employees, and it contributes to retaining knowledge and experience within the organization. High retention also ensures continuity within teams, leading to a more stable company culture, higher customer satisfaction, and improved business outcomes.

Which recruitment strategies help improve retention?

Recruitment strategies that can improve retention include identifying candidates who align with the company culture, using assessments to evaluate soft skills, and providing transparency about role expectations during the hiring process. Employees who feel connected to the organization and have clarity about their role are more likely to stay longer.

How can a good onboarding process contribute to higher retention?

An effective onboarding process can contribute to higher retention by helping new employees quickly adapt to their role, the company culture, and expectations. By providing support and clear information from the start, their engagement is increased, and the likelihood of them leaving early due to feelings of being overwhelmed or lacking guidance is reduced.

What is the role of company culture in retaining employees?

Company culture plays a crucial role in employee retention. When employees feel heard, valued, and connected to the values and norms of the company, they are more likely to stay. A positive culture that fosters collaboration, respect, and personal growth can significantly enhance employee motivation and satisfaction.

How can leadership and management style influence retention?

Leadership and management style have a significant impact on retention. Leaders who inspire, support, and coach their team can increase employee engagement and satisfaction. Offering autonomy and trust can lead to higher loyalty, while inefficient or negative management styles can contribute to dissatisfaction and increased employee turnover.

What is the importance of recognition and rewards for employee retention?

Recognition and rewards play an important role in employee retention by showing staff that their work is valued. This can increase their motivation and loyalty. In addition to financial rewards, compliments, promotions, and other forms of recognition can also contribute to satisfaction and retaining employees.

What role does work-life balance play in improving retention?

A balanced work-life balance plays an important role in increasing retention. By reducing stress and improving job satisfaction, employees are more likely to stay with the company. Initiatives such as flexible working hours, remote work options, and respect for personal time can contribute to this balance.

How do I measure the success of my retention strategy?

The success of a retention strategy can be measured by tracking retention rates and turnover rates, and by gaining insights from exit interviews. Additionally, employee satisfaction surveys and feedback from performance evaluations can provide valuable information about the effectiveness of the strategies applied.

What does increasing retention mean within a company?

Increasing retention within a company means implementing strategies to keep employees with the organization for longer. This can be achieved by improving job satisfaction, offering growth opportunities, and fostering a positive and supportive company culture.

What are the costs of a low retention rate?

A low retention rate can bring significant costs, such as increased expenses for recruiting and training new employees. Furthermore, the loss of experienced staff can lead to lower productivity, reduced knowledge transfer, and a negative impact on company culture.

How can I increase employee engagement?

To increase employee engagement, involve them in decision-making processes, regularly ask for their feedback, and recognize their contributions. Offering development opportunities and maintaining transparent communication can also contribute to greater engagement.

How can technology help improve employee retention?

Technology can be a tool for improving employee retention by facilitating communication, feedback, and development. By using online platforms for training, recognition, and evaluation, companies can create a more engaged and satisfied workforce.