HRO Today March 2021 - 58

Talent Acquisition
assess a candidate's non-technical
skills and attributes, which are
often difficult to determine in
a behavior-based interview.
The games gauge how
a candidate interacts
with and processes
information. The
assessments provide
additional insights on
a candidate, including
attributes like analytical
thinking, problem
solving, personality, and
work style.
If hiring were simply based
on a resume or an interview,
recruiters could unknowingly
allow preconceived yet
unconscious biases toward
accents, appearance, career
By analyzing the data
that results from these
assessments, leaders can
better determine whether a
candidate would be successful in
the role. Ultimately, this can result in a
better-informed hiring decision and can have a
direct impact on business outcomes due to higher levels of
employee engagement and lower employee turnover.
So far, early candidate feedback about their experience
using the technology has been positive. Each candidate
receives a report that summarizes the unique
competencies and insights that were assessed. Recent
candidates shared that they were impressed by how
accurately the assessment was able to develop a profile
of their working style, personality, and how they process
information. It was more comprehensive than they
expected, given how short the games were.
Reducing Unconscious Bias
Organizations like EY US have long embedded diversity
and inclusion into their business processes, including hiring
practices. As companies begin to ramp up hiring efforts,
they face an increased demand to hire and develop a more
diverse workforce. Yet, given the human element of the
recruiting process, the potential for bias still exists in many
interviewing and assessment processes today.
If hiring were simply based on a resume or an interview,
recruiters could unknowingly allow preconceived yet
unconscious biases toward accents, appearance, career
experiences, gender, and age to play a part in the hiring
decision. Adding anonymous, game-based assessments
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HRO TODAY MAGAZINE | MARCH 2021
experiences, gender, and age to
play a part in the
hiring decision.
can provide valuable data that helps
showcase the best person for the role
without human bias. In fact, on
average, companies that have
used virtual interviewing
processes like gamification
to remove biases have seen
a 16% increase in their
diverse pipelines.
Putting Plans into Action
Organizations and
potential candidates are
demanding recruiters move
faster and more boldly
during the hiring process, but
introducing and implementing
new technologies takes time and
people. At EY US, HR leaders offer
training sessions with teams across all
areas of hiring-from campus recruiters to
hiring teams and the executive level. The trainings offer
education on the benefits of these tools, how to use
them in the recruiting process, and give participants the
opportunity to experience these assessments firsthand.
This is critical in ensuring the best experience for both
the candidate and the recruiter.
Many companies have used the new virtual environment
as an opportunity to analyze their operations and rethink
who they are and how they work. The same can be true
for the talent attraction and acquisition space. EY US
has embraced technology in a multitude of ways and
will continue to do so in the future. By implementing
technology like game-based assessments, virtual
interviewing, and automation into recruitment, the hiring
process can be a better experience for both the candidate
and for the organization. By leveraging the power of
data while maintaining the human touch in the candidate
journey, organizations can make better-informed decisions
to save both time and revenue.
Larry Nash is the EY Americas director of talent attraction and
acquisition at Ernst & Young LLP.
The views reflected in this article are those of the author and do not
necessarily reflect the views of Ernst & Young LLP or other members
of the global EY organization.
HRO Today March 2021

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