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.
One reply on “Boston Biometrics Develops New Tool To Assess Character”
There is a new and very practical reason to conduct Boston Biometric’s character risk testing, based upon recent EEOC rulings.
In America, the Criminal Background Check has proven to be the most successful, pre-employment character risk assessment tool. Almost every medium and large employer uses it. Unfortunately, it has recently been declared “illegal” by the EEOC . . . if it is being used to arbitrarily screen out job candidates with criminal histories.
At first blush, the EEOC’s declaration seems absurd, since candidates with criminal histories are not a “protected group” according to the Civil Rights Act. The EEOC says the Criminal Background Check has a disparate impact against African-Americans and Hispanics . . . and therefore is “illegal” if it is being used to arbitrarily screen out job candidates with criminal histories. Thus, if an employer chooses to use the Criminal Background Check, they must adopt a policy of knowingly hiring candidates with a criminal background. So, the question is: How do your clients decide which ex-cons are safe to hire???
Likewise: How do your clients avoid hiring candidates with “unrecorded” criminal histories? The FBI says that 70% of the workplace violence, theft and fraud crimes are NOT prosecuted by corporate America. They just fire the individuals. In essence, by not prosecuting, they are passing their problem employees on to other employers.
Boston Biometrics has the solution to these problems. We have the best technology in the world for screening out candidates with low character, regardless of whether they have a “recorded” criminal history or not.
What makes our technology marketable is that it is also fully compliant with EEOC guidelines. It has been validated in a double-blind “Ethnicity, Gender and Age” study. Our Character Risk Test — The Boston Test — is the most efficient way for employers to screen out candidates of low character, while staying compliant with the EEOC. The technology can also identify candidates with a “recorded” criminal history that do not pose a high character risk, those who may have made mistakes in the past, paid the price and whose test results identify a low character risk.. The test can be given on line, faxed in, and assessed before a candidate is even invited in for an interview . . . saving an employer the time and cost of interviewing unsuitable candidates.
For more information, contact jgeyer@bostonbiometrics.com