In the contemporary world of recruitment and selection, personality questionnaires are increasingly being used as a tool to identify suitable employees. While integrating these questionnaires is crucial for understanding potential employees, their team compatibility, and their fit within the organisation, in practice, candidates who deviate from the predetermined desired profile are often excluded. Someone who does not fully match the desired profile - in terms of skills, experience, or personality - runs the risk of being unfairly excluded, which can lead to missing out on potential high-performing employees.
It is possible for a person not to fully fit within the desired profile but still have the potential to develop towards that profile. In such cases, the responsibility lies with the organisation to guide and support this individual in their growth journey to harness hidden potential. While the concept of a 'desired profile' may seem rigid, when engaging with potential employees, there is an opportunity to reconsider and modify predetermined preferences. One might discover a person who falls outside the initial expectations but still possesses valuable qualities.
"Gatekeeping Selection" refers to the process whereby a specific group of people is selected or filtered at the beginning of a certain procedure, such as job applications, admission to a program, or participation in a program. Although this process is intended to ensure the quality and suitability of the selected individuals, there are potential dangers associated with this selection process.
Here are three examples:
Missed talents and potential
Strict gatekeeping selection can result in missing out on hidden talents and potential. Some individuals may not fully shine in standardized selection criteria, but they may have valuable skills, motivation, and potential that go unnoticed. This can lead to the loss of valuable contributions to an organisation or program simply because the selection criteria do not encompass all relevant aspects of a person's potential.
Exclusion of diversity
Rigid selection processes can lead to the exclusion of diverse talents and perspectives. If the criteria are too narrow and do not consider different backgrounds, experiences, and skills, this can result in a lack of diversity within an organisation, team, or program. This lack of diversity can hinder performance and innovation because different perspectives often lead to more creative solutions and better decision-making.
Discrimination
Strict gatekeeping selection can lead to discrimination if the criteria used to select people are not objective and relevant. If certain characteristics, such as gender, race, age, or background, are unfairly weighed in the selection process, this can result in unequal opportunities for individuals. It is evident that over-reliance on a desired employee profile can result in missing out on valuable talent and potential growth opportunities. It is essential to adopt a balanced approach in selecting new employees and embrace opportunities for growth and development. Selection should serve as a complementary tool, not as a restrictive filter.