Teste rápido
Guess first, no penalty. An AI screen passes 30% of male applicants and 20% of female applicants. Is that a warning sign?
When a tool screens applicants, check how each group does at that step. A selection rate is the share of a group's applicants who pass.
The US Uniform Guidelines on Employee Selection Procedures give a rule of thumb. A group's selection rate that is "less than four-fifths (4/5) (or eighty percent)" of the highest group's rate is generally treated as evidence of adverse impact (29 CFR 1607.4(D)). Adverse impact means a step screens out one group much more than another. It's a signal to dig in, not proof of discrimination, and small numbers can mislead.
Work it out
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Compare two groups at one screening step. The starting numbers are an example.
Group with the higher rate: applicants
200
Group with the higher rate: passed
60
Other group: applicants
150
Other group: passed
30
Other group's rate as a share of the higher rate
Other group's rate as a share of the higher rate: 66.7%
Uma estimativa com base nos números que você colocou, não uma previsão.
Here's the note you'd send with the example numbers:
Women's selection rate at the AI screen: 20% (30 of 150). Men's: 30% (60 of 200).
20 divided by 30 is about 67%, which is under four-fifths, so we're reviewing the screen.Preencha as lacunas
Fill the gaps in this note to the hiring manager.
Note
Women's selection rate at the AI screen: . Men's: 30%. 20 divided by 30 is about , which is .
Try it
Seus passos, cerca de 2 minutos
- 1.Open the Screening bias check lab. Change one screening rule and watch each group's selection rate move.1 min
- 2.Put one real screening step's numbers into the calculator above, or use the example. Add the note to your fair hiring kit. Your kit now holds a fair job post, structured interview questions with a scoring guide, a summary prompt and a fairness check.1 min