Every President since Bill Clinton has tried to transform the federal workforce and undo the systemic sexism and racism embedded in federal hiring processes. After twenty years of little to no progress, the Biden Administration’s focus on racial and gender equity, and implementation of EO-13932 provides an opportunity to finally drive real change.
Replacing biased and non-predictive hiring practices (such as the use of minimum education requirements and candidate self-assessments) with scientifically validated assessments of each applicant’s abilities has the potential to increase diversity and reach the broader goal of improving the overall quality of candidates entering federal service.
According to the Talent Board’s 2016 Candidate Experience Research Report, 82% of companies use some form of pre-employment assessment to improve the quality and diversity of their hiring decisions. However, according to GSA’s recent Hiring Assessment and Selection Outcome Dashboard, the selection process for less than 2% of all jobs posted on USA Jobs last year used objective assessments as part of the selection process.
The latest Federal Equal Opportunity Recruitment Program Report to Congress (published in 2016) demonstrates just how biased and broken the federal hiring system is as a result:
- Minorities are underrepresented by more than 40% within the Senior Executive Service corps, and women of all…