Fri, June 3rd, 2011 - 4:49 am - By Gordon Basichis
One new instrument that has recently caught our attention is the Character Assessment Tests offered by Boston Biometrics. The Boston Biometrics tests are supposed to address those who may not have criminal records but who may be either in bad character or unfit for the job.
The test is based on hand movement. The candidate is instructed to copy paragraphs, write a variety of numbers, and to create shapes. The candidate is instructed to write in cursive. Test results are returned with numerical calibrations that signify, depending on the test type, the competence, aptitude, or character level of the candidate. High character ratings are typically 80 to 99. The lowest character rating scores are in the 1 to 20 range. Everything else, naturally, is somewhere in between with different gradients from extremely low ranges, through, low, medium, high, and extremely high. Additionally, there are independent scores for other qualities an employer would be seeking in a candidate.
Such attributions can range from the candidate being rated as “counterproductive” to high levels of competence. There are assessments where the candidate is qualified as an extrovert or introvert, tough minded, motivated, organized, etc.
According to Biometrics–
“More than 1/3rd of Adults have low character but only 6.5 % of Adults are convicted felons. The detection gap is significant. Boston Biometrics’ third party validated technology can close that gap. The technology can accurately separate people of low character from people of medium and high character with a probability of greater than 1,000 to 1, protecting you from the worst third of the workforce.”
Biometrics believes its testing products to be consistent with FCRA regulations and compliance standards. Recently, Biometrics announced an independent study where it was confirmed the Character Risk Screening technology is in compliance with the EEOC requirements and well within the guidelines of the 4/5ths rule. In short, according to Biometrics, the independent study has affirmed the technology does not discriminate on the basis of ethnicity, gender, or age, according to the EEOC guidelines for equality.
For employers this may prove a worthwhile tool in assessing the character of potential hires. I am always curious about developing instruments that will assist recruiters in staffing more skilled and reliable employees. I have seen samples of the Biometric tests and believe it warrants a closer look.
If you have any interest in this technology, you can contact Jeff Geyer at Biometrics and learn more about their character assessment products. I am sure he will be happy to answer any questions. Jeff is happy to provide free demonstrations to acclimate interested employers.