Enhance diversity and drive success

Implementing effective DE&I initiatives creates tangible impact on your entire organisation. Whether it's finding the strongest candidates, increasing innovation, or creating more effective teams, increased diversity at your organisation has powerful outcomes.

Criteria has the tools you need to reduce hiring bias and help you meet your DE&I goals.


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Hire based on talent, not background

Diversity objectives are very popular these days. The term itself gets thrown around a lot, and many companies treat diversity initiatives as just another box to check.

Yes, encouraging diversity at your organisation makes you look good. But having a highly diverse workforce is more than just an obligatory task you complete to get a gold star.

Diversity is a key driver of organisational success, and it's beneficial to your organisation’s productivity, creativity, and capability. Research affirms that diverse and inclusive workforces outperform non-diverse teams, so it literally pays to take strong DE&I initiatives.


One of the most significant roadblocks to diversity is unconscious bias

It’s uncomfortable to come to terms with the parts of our brains that unfairly judge people based on their backgrounds – but it’s important that we do, especially in the context of hiring.

Unintentionally making assumptions about a candidate based on their age, gender, ethnicity, sexuality, or race (among other factors) causes good candidates to be left behind. This thinking also leaves you with a room full of people with similar perspectives and backgrounds, reducing creativity and innovation at your company.

You may think that you’d be able to remain entirely objective when reviewing candidates. Certainly, you think of yourself as a good, open-minded person who gives everyone equal opportunity. And while this is something to aspire to, science has unfortunately proven time and again that bias is built into our brains. It’s impossible for people to make themselves completely bias-free.

The way we view the world (and the people in it) is influenced by our experiences, our cultural background, and the content we consume. Ultimately, being human means there’s always opportunity for error.

That’s why it’s so important we give a platform to diverse voices and educate ourselves on issues around diversity.


Another hurdle is accessibility

Your talent pool is limited by how accessible your application is. It’s simple math: if someone is unable to participate in an assessment because it doesn’t accommodate their needs, you’ve lost a potentially strong candidate.

Making your application as accessible as possible will help you access the widest candidate pool to find the strongest talent. Keep in mind that there are different barriers to accessibility. There are obvious obstacles, like language barriers. But others are less immediately evident:

  • Neurodiverse applicants may struggle with time-based tasks.
  • Deaf and hard-of-hearing applicants require captions on any audio-based steps of the application.
  • Blind or visually impaired candidates may require dictated or modified applications.

It’s a seemingly endless list of things that your average able-bodied, neurotypical recruiter wouldn’t even think of because their lived experience is limited. But it's important that we consider these candidates, as their perspective and intelligence can add tangible value to your organisation.


Since we can’t rely on our brains to be unbiased – turn to science instead

Criteria has developed a range of scientifically-validated and objective products that offer modifications for diverse audiences. These assessments focus on job capability above all else, so you can find the most qualified candidate for the role.


Make accommodations for candidates

The first step to hiring diverse candidates is recruiting from a diverse talent pool. And you have more control over who applies for the role than you might think.

Start by expanding where you can. Don’t limit your assessments to English-speaking candidates unless the position strictly requires strong English. Criteria offers language-independent assessments that evaluate cognitive abilities without relying on language skills, such as UCognify and Universal Cognitive Aptitude Test (UCAT).

A professional services firm used three of our assessments to diversify their talent pool to include people with different skills and backgrounds than their typical employee. It resulted in a 20% increase in candidates with a STEM background. You can read the full case study here.

Our Video Interviewing (VI) tool can accommodate candidates with limited availability and geographical restrictions, but it can do more than just that. Criteria’s video interviewing platform gives people with extra needs – particularly disabled and neurodiverse people – the accommodations they need to present themselves accurately in their interview. They can take extra time to digest questions before responding, retake recordings as needed, and talk without the added pressure of social interaction.

Using these assessments gives you a more accurate picture of a candidate’s intelligence and capability by allowing them to respond to your questions in a comfortable environment that accommodates their needs.


Interview with reduced bias

While interviews give you the opportunity to see the candidate in an authentic and personable setting, even a seasoned interviewer can make assumptions based on a candidate’s physical attributes.

Blind interviews remove this extra layer of distraction and potential bias, keeping the focus on the candidate’s capability. Our video interviewing platform can facilitate truly blind hiring by removing video and changing speech pitch so you can’t determine the race or gender of a candidate.

VI also helps you keep your interviews structured and consistent for all candidates, since you’re not tempted to alter questions based on your assumptions about or rapport with the candidate. Consistency means all candidates have equal opportunity to present their capability.


Assess with less bias

Criteria’s assessments are designed to minimise adverse impact on underrepresented minorities – and you can trust us on that, because we’ve tested it rigorously.

When a multinational tech client used our Cognify test, minority candidates reported they felt the test gave them a much greater opportunity to showcase their abilities than traditional assessments.

Using high-quality, evidence-based tools to show you’re serious about diversity and equal opportunity reflects well on your employer brand, and your candidates will notice it. Of all of our tech client’s candidates, 60% felt the assessment positively influenced their perception of the organisation. You can read the full case study here.

A professional services firm wanted to make sure they were hiring candidates with the proper skillset and a strong organisational fit, but they also wanted to both decrease unconscious hiring bias and increase the diversity of the candidates they were bringing in for interviews. They added three key Criteria assessments to their hiring process: Cognify, the Workplace Alignment Assessment, and Emotify.

Immediately after adding these assessments, the firm found that they significantly improved the calibre and diversity of their interview stage candidates. There was a 27% increase in candidates from outside their target universities, a 20% increase in STEM graduates, and an overall increase in minority candidates. This eventually lead them to hire stronger candidates, resulting in an 11% improvement in collaboration, as well as improved communication and technical skills. See the rest of their findings in the case study here.


Your people are your greatest asset. Make sure you do everything you can to hire the right ones. Add objectivity to your recruitment process and don’t let bias blind your hiring decisions.

The result? Enhanced diversity company-wide.

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