Fairsight

Think about the last conversation you had. Did you ask that person any questions? 💭 Stereotypes can bias the questions we ask - and the consequences are bigger than you think. When we interact with others, our stereotypes about them can sneak into the conversation. They shape the topics we discuss and the questions we ask - sometimes without us even realizing it. 💡 A fairly recent study revealed just how much this happens: Participants imagined talking to people of different genders or ages (based on photos). The results? They were far more likely to ask questions and bring up topics that aligned with stereotypes about the person. For example: 👦 With younger people, participants asked about gaming or pop music. 👴 With older people, they brought up reading the newspaper or classical music. But it doesn’t stop there: 👉 When questions fit stereotypes, participants used phrases like, “Do you often listen to classical music?” (positive tone). 👉 When questions 𝑑𝑖𝑑𝑛’𝑡 fit stereotypes, they sounded more skeptical, asking, “Have you ever played video games?” (negative tone). 💥 Here’s the kicker: Recipients 𝑛𝑜𝑡𝑖𝑐𝑒 when your questions reflect stereotypes about them! You know the classic example - “So, when are you having kids?” Yeah, that one. So how can we avoid letting stereotypes take over our conversations? Here are a few tips: 1️⃣ 𝐵𝑒 𝑎𝑤𝑎𝑟𝑒 𝑜𝑓 𝑦𝑜𝑢𝑟 𝑜𝑤𝑛 𝑏𝑖𝑎𝑠𝑒𝑠. What assumptions are you making about the person you’re talking to? 2️⃣ 𝐴𝑣𝑜𝑖𝑑 𝑙𝑒𝑎𝑑𝑖𝑛𝑔 𝑞𝑢𝑒𝑠𝑡𝑖𝑜𝑛𝑠. Don’t frame the answer before they’ve had a chance to speak. 3️⃣ 𝑃𝑎𝑦 𝑎𝑡𝑡𝑒𝑛𝑡𝑖𝑜𝑛 𝑡𝑜 𝑡ℎ𝑒𝑖𝑟 𝑟𝑒𝑠𝑝𝑜𝑛𝑠𝑒𝑠. Adjust your questions based on what they’re actually saying - not what you assume about them. ✨ By being more mindful, we can create conversations that are respectful, open, and free from the limits of stereotypes. What are your thoughts on this? Have you ever felt the weight of a stereotype in a conversation? Let’s discuss below! (link to paper: https://lnkd.in/dBSWgdB4)

𝗦𝗢𝗟𝗗 𝗢𝗨𝗧! 🚀 Our first 𝗕𝗹𝗶𝗻𝗱 𝘀𝗽𝗼𝘁𝘀 training filled up instantly! We’re grateful for the overwhelming interest and can’t wait to meet everyone in Oslo in March. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗕𝗹𝗶𝗻𝗱 𝘀𝗽𝗼𝘁𝘀? It’s Fairsight’s brand new assessment tool that helps detect risky behaviors before they become major issues. It is: 🛡️ Designed to reduce risk in hiring and guide leadership coaching. ✅ Focused on character traits that may turn into obstacles. 🤝 Presented in respectful language to reduce psychological resistance and encourage constructive development. ✨ Modern and user-friendly for executives. 𝗪𝗵𝘆 𝗲𝘁𝗵𝗶𝗰𝘀 𝗶𝘀 𝗮𝘁 𝘁𝗵𝗲 𝗵𝗲𝗮𝗿𝘁 𝗼𝗳 𝗕𝗹𝗶𝗻𝗱 𝘀𝗽𝗼𝘁𝘀: ⚠️  Research shows that too many employees experience destructive leadership. By helping recruitment professionals or leaders recognize blind spots early, we aim to protect teams from harmful behaviors. 🔍 Traditional hiring tends to focus on a “perfect match,” yet overlooks how some issues can evolve into problematic behaviors down the line. 📉 Existing tools either lack specificity or drown HR in complex, lengthy reports. Want to learn more, see our new dashboard, or even try out the questionnaire? Send me a DM or drop “demo” in the comments. And don’t hesitate to let me know if you’d like to join the waitlist for future Blind spots trainings 🧑🎓 Let’s work together to build better workplaces! 💪

⚖️ What actually works to reduce discrimination at work? Spoiler: it’s not those “feel-good” diversity training sessions. A recent meta-analysis (Costa, 2024) took a deep dive into 22 different workplace interventions designed to tackle discrimination. The results? Targeting specific behaviors is far more effective than general awareness campaigns or vague messaging. Now for the highlights: ⛔ What doesn’t work? Quick-hit educational programs, reminders about bias, and generic equality slogans rarely influence actual behavior. 👍 What works better? Interventions that block bias where it manifests - like challenging social norms, promoting accountability, and affirmative action - are much more effective. 💡 The real takeaway? You can’t change behavior with feel-good slogans or a one-off training. Bias needs to be interrupted at the point of expression. Transparent processes, accountability measures, and clear structures force people to explain their decisions, stopping bias in its tracks. At Fairsight, we want to help teams tackle this head-on. That’s why we built The Equalizer - a unique functionality that shows you the implications of your selection decisions before you make them. It's about making the invisible visible and giving you the tools to interrupt bias in real time. Reducing discrimination isn’t about knowing bias exists - it’s about actively disrupting how it plays out. What do you think - are we too focused on awareness and not enough on action? #Bias #Workplace #Science

We're beyond excited to announce that we're partnering with Fairsight 🎉 There's nothing we're more passionate about than finding the perfect match between the clients we work with and the candidates we bring into our recruitment processes. And working with an assessment partner like Fairsight helps us identify high performers by providing the opportunity for all job applicants to demonstrate their skills and talents. Fairsight stands behind the fact that an inclusive and accessible approach to assessment is a key component to making hiring truly fair - and we couldn't agree more 💚 We're so excited to see this partnership take form, and having Lasse Hønsen at our HQ for an in-person training session is the cherry on top 🍒 Kristine Angeltvedt Camilla Brustuen Peder Apall-Olsen Celine Strømberg Killi Maren Wroldsen Vestøl Ingrid Thingelstad

Amby ❤️ Fairsight I've been so excited to share the news that we are partnering up with Amby! First time I met Tor was back in 2012, and I still remember the old offices which barely had room for him, Jørgen and Fredrik. Now, fast forward to 2025, Amby has 100 colleagues helping clients hire hundreds of the world best technology people around the globe each year. 💪 For many, especially household names in tech, but also other famous brands in all sorts of sectors, they are the go to advisors. In addition, they also work embedded and help clients start, build and scale state-of-the-art TA and HR functions. 📈 And today, we’re kicking off something new: bringing Amby’s recruiters into Fairsight. I know the talent they bring to the table, and I can’t wait to see what we’ll build together. 🙌 Here we go! 🚀

Espen Skorstad and Lasse Hønsen attended The Ramp podcast by Amby, doing a deep-dive into talent assessments. Together with Tor Daneshmand they covered everything from AI to cheating to validity of different assessments. 🤓 Check it out 👇

🎙️Last week, I had the privilege of giving a guest lecture at Norwegian School of Economics (NHH) in front of a packed auditorium with 𝟒𝟓𝟎 𝐞𝐧𝐠𝐚𝐠𝐞𝐝 𝐬𝐭𝐮𝐝𝐞𝐧𝐭𝐬. The topic was Individual differences and selection. Before the lecture, the students completed Fairsight Compact, a modern FFM-based personality test featuring our innovative 𝑖𝑆𝑤𝑖𝑡𝑐ℎ functionality 🔄 allowing test-takers to swap out items they find less relevant. This enhances both engagement 🤩 and user experience 🎯 The group’s results started an interesting debate. Compared to the general working population, these students scored higher on: ✅ Industriousness (M=7.3) - being hard-working ✅ Enthusiasm (M=7.0) - being lively ✅ Assertiveness (M=6.8) - being bold However, they scored relatively lower on: ❗ Open-mindedness (M=4.9) - being open to new ideas and perspectives This raises some intriguing questions. Why might this be the case? Is it linked to the competitive nature of business students? The curriculum? Living in Bergen? ☔️ Feel free to share your viewpoints 👇 A big thanks to all the students for their energy and curiosity – and to Hallgeir Sjåstad for the kind invitation! 🙌

I love my job. Not just because of the technology we build, but because of the people and companies we get to work with. 💡 Spending the last two days with talented team at 𝐏𝐰𝐂 has been a masterclass in how to do hiring right. 🎯 Their commitment to 𝐟𝐚𝐢𝐫, 𝐝𝐚𝐭𝐚-𝐝𝐫𝐢𝐯𝐞𝐧 𝐡𝐢𝐫𝐢𝐧𝐠 is truly impressive - thousands of candidates evaluated each year, with 𝐡𝐮𝐧𝐝𝐫𝐞𝐝𝐬 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 directly involved in the process. They don’t just talk about fairness; they build it into every stage of hiring. And they do it at scale. 📈 At Fairsight, we’re excited to support and enhance this work, ensuring that PwC continues to make objective, high-quality hiring decisions. It’s inspiring to collaborate with a team that is already setting the bar high and still looking for ways to improve. Big things ahead! 🚀

How one small factor can unfairly tilt the scales in hiring - and in life 😅 Let me take you back to high school. It was the oral exam in History, and my teenage self was convinced the world had ended when my name was called. You know how it is - summer break is within reach, and now this? "Why me?", my young self thought! Back then, we were paired up and quizzed on the same subject. But here’s the kicker: how well you did wasn’t just about your performance - it also depended on who you went up against, so to speak. Sound unfair? It was. 💡 Fast forward to today, and the same thing happens in hiring. A subtle bias can creep in and distort how candidates are evaluated - not based on their own strengths, but in comparison to others. 🖼️ Picture this: You’re interviewing candidates. The first one is incredible -perfect assessment scores, great communication, a real standout. Then comes the next candidate. They’re solid, but compared to the first one, they seem… underwhelming. Now flip it. You start with a poor candidate, and the next one who’s only slightly better suddenly seems like the perfect hire. 👉 This is the contrast effect bias, and it tricks us into evaluating candidates against each other instead of assessing them on their own merits. 💪 The fix? Assess candidates against clear, job-relevant criteria, not each other. Focus on their individual strengths and qualifications, and you’ll make more objective, fair hiring decisions. Let’s leave the contrast effect bias where it belongs - as a part of history. Your hiring process will thank you for it. #hiring #fairness

We are so excited to join forces with PwC Norway as their trusted partners for talent assessments! 🎉 Working closely with Mette Ljungquist Marstrander and the team, we’re eager to bring value, innovation, and shared success to this exciting collaboration. 🙌