The pursuit of accuracy in assessments is paramount. At HiPeople, we recognize the pervasive influence of social desirability bias and are committed to mitigating its impact on assessment outcomes.
But what exactly is social desirability, and why does it matter?
Social desirability bias refers to the tendency of individuals to respond to assessment questions in a manner that presents them in a favorable light rather than providing honest or accurate responses. This phenomenon can skew assessment results, leading to misleading conclusions and ineffective decision-making.
The consequences of unchecked bias can be far-reaching, impacting everything from hiring decisions to organizational culture. By ensuring the integrity and reliability of our assessments, we empower organizations to make informed decisions based on genuine insights into candidates' capabilities and potential. At HiPeople, we're committed to fostering a culture of transparency, authenticity, and excellence in assessment practices.
👉 Pre-hiring screenings are the most effective strategy to combat social desirability bias in hiring processes. Why?
By incorporating assessments and evaluations before hiring, organizations can gain deeper insights into candidates' capabilities and suitability for the role.
The screenings at HiPeople provide a standardized and objective measure of candidates' skills, competencies, and personality traits, minimizing the influence of social desirability bias on assessment outcomes.
Through structured assessments, recruiters can focus on evaluating candidates' actual behaviors and responses rather than relying solely on self-reported information (like CVs), which may be subject to bias.
Pre-hiring screenings allow organizations to identify discrepancies between candidates' stated qualifications and their demonstrated abilities, enabling them to make more informed and reliable hiring decisions.
At HiPeople, we offer multiple solutions to combat social desirability bias and ensure fair and effective recruitment practices!
💊 HiPeople's Solution
We employ a multifaceted approach at HiPeople. First and foremost, we incorporate warnings within our assessments, alerting candidates to the importance of providing honest responses and emphasizing the value of authenticity in the assessment process. Setting clear expectations upfront creates an environment conducive to genuine self-reflection and evaluation.
📊 Benchmarking
Furthermore, we utilize benchmarking techniques to contextualize assessment results. By comparing candidates' responses to those of a diverse pool of individuals, we establish a baseline for comparison that accounts for variations in response patterns. This ensures that assessment outcomes are evaluated relative to a normative sample rather than relying solely on absolute scores.
A mean value in the form of the score shows whether the performance was below average, average, or above average.
The normal distribution is used for the “Z scale” using a uniform scale. The mean value is always 100, and the standard deviation is 10 points.
This way, you can quickly check whether the candidate lies considerably above or below the average results from the benchmark.
👉 Want to find out more about Benchmarking?
Check out this page: HiPeople Benchmarks
⚙️ Likert-Scales Assessments for Pre-Screening
At HiPeople, Likert Scale assessments are seamlessly integrated into our platform for streamlined pre-screening in the hiring process.
Our assessments take only 2 minutes to complete.
Recruiters can easily design assessments tailored to job roles, leveraging Likert Scale questions to probe candidates' attitudes, behaviors, and competencies.
Likert Scale questions enable recruiters to target critical skills and qualities essential for success in the role, such as teamwork, communication, and problem-solving.
Candidates provide their responses on a scale, allowing recruiters to analyze and compare ratings effortlessly.
The standardized format of Likert Scale assessments ensures consistency and fairness in evaluation, empowering recruiters to make well-informed decisions efficiently.
With HiPeople's innovative platform, Likert Scale assessments become potent instruments for identifying top talent and driving successful recruitment outcomes.
⚖️ Situational Judgement Tests
In addition, we embrace situational judgment tests (SJT) as an alternative to traditional Likert scales. SJTs present candidates with realistic scenarios and ask them to choose the most appropriate action, providing insight into their behavioral tendencies and decision-making processes. By focusing on situational responses rather than self-reported traits, SJTs minimize the influence of social desirability bias and yield more reliable assessment outcomes.
Example Item:
🤔 Want to Know More About SJTs? Check out this page: Situational Judgement Tests
🧑🔬 The Science Behind It
"An overview of Likert scale advancements from 1995 to 2019, highlighting key developments in construction, analysis techniques, and reliability, shaping their effectiveness in measuring attitudes and perceptions.” Jebb AT, Ng V, Tay L. A Review of Key Likert Scale Development Advances: 1995-2019. Front Psychol. 2021 May 4;12:637547. Doi: 10.3389/fpsyg.2021.637547. PMID: 34017283; PMCID: PMC8129175.
This article provides a comprehensive overview of personnel selection and assessment. Covering critical concepts from 25 to 47, the article offers insights into the factors influencing hiring decisions and the strategies employed in evaluating candidates within the context of work and organizational psychology.” Moscoso, S., Salgado, J. F., & Anderson, N. (2017). How do I get a job? What are they looking for? Personnel selection and assessment. An introduction to work and organizational psychology, 25-47.
"An innovative Multiple Objective Decision Making Tool for Contractor Screening offers a strategic approach to selecting contractors. This tool provides a systematic method for evaluating various objectives simultaneously, aiding in the decision-making process for contractor selection.” Swami, N. R., & Ali, M. S. (2020). Multiple Objective Decision Making Tool for Contractor Screening.