Pass rates differ by as much as 20 per cent between male and women in favour of men at major providers. Similar patterns can be seen across socio economic and ethnic lines.
“In today’s ultra-competitive talent market, employers are vying with one another to attract and secure the best people.“When that talent is a newly qualified graduate with nominal work experience at best, knowing which applicants have the greatest potential to be successful in a specific role is a challenge for employers, but the commercial cost of getting it wrong is substantial.”
“Existing platforms we looked at did not effectively test the breadth of analytical skills that candidates will be expected to use in a real-world business setting, an assessment share by our clients. This is the gap that Mapped will occupy.”“Perhaps the most significant aspect of the platform though – and the one that will deliver significant business benefits to organisations – is that it’s built from the ground-up to mitigate the harmful diversity effects of aptitude testing.”“Our recorded results on big graduate schemes that are using traditional numerical reasoning providers show that the male/female pass rates can differ up to 20 per cent, and nearly all above 10 per cent.“The science and data around this are fascinating, but consistently show it is not a reflective of inherent ability, and it is avoidable without changing standards or altering the nature of questions. The behavioural science behind this, is what we hope is going to differentiate us from other providers.”
“Progress has certainly been made, but the pace of change needs to quicken, and it needs to be tackled at all levels simultaneously,” said White.“Succession planning doesn’t start the moment a member of the C-suite announces their departure, it’s a process that comes into effect at the point when the decision is taken to undergo the next graduate recruitment drive.”
“Employers need to start getting cleverer about fair and useful screening at entry levels. Until that happens, we are unlikely to ever see equitable representation at management levels.“During the initial research and development process, Mapped undertook extensive research with candidates to see how they felt about using traditional numerical reasoning tests. They found that 94 per cent of surveyed candidates had a negative experience“Candidates felt they were impersonal, repetitive, poorly designed and overwhelmingly the consensus was that the tests did not bear any relevance to the roles they were applying for.”