ASTM WK91420
New Guide for Modern and Effective Hiring Standards
1. Scope
1.1 The goal of this guide is to create modern hiring standards that include equitable practices that eliminate bias and focus on hiring for capability and testing for behavioral tendencies within the workplace. The focus will be on an ability to accept the lived experience of other employees, assess candidates’ strengths and limitations, and an integration of required training for hiring managers that provides skills development for limiting bias and increasing emotionally literate formats that include the needs of the organization and potential employees. 1.1.1 Research and define any and all appropriate behaviors based on 1.1 required for any given employment role. 1.1.2 Integrate emotionally literate and trauma-informed interview procedures that adequately ascertain the behaviors of potential employees. 1.1.3 Construct mandatory emotionally literate training curriculums for management and employees to cultivate and maintain the behavioral requirements for any employment role. 1.2 This guide is for quality control purposes for the source of the material used in the delivery and the measurement of outcomes related to it. 1.3 This standard does not purport to address all of the safety concerns, if any, associated with its use. It is the responsibility of the user of this standard to establish appropriate safety, health, and environmental practices and determine the applicability of regulatory limitations prior to use. 1.4 This international standard was developed in accordance with internationally recognized principles on standardization established in the Decision on Principles for the Development of international Standards, Guides and Recommendations issued by the World Trade Organization Technical Barriers to Trade (TBT) Committee.Keywords
hiring standards; interview process; workplaceRationale
2.1 The goal for this guide is to blend knowledge, capability, and humanity in this category and create an efficient, effective, emotionally literate, and measurable interview and hiring process. 2.2 The behaviors of employees, specifically responses to stress, change, and capacity improvement, can be determined to some extent during the hiring process through the use of modern emotionally literate and trauma-informed practices. 2.3 To choose candidates more effectively, the scientifically identified and unbiased behavioral requirements shall include emotionally literate practices needed for thriving within any job role. Emotional literacy and trauma-informed collaborative practices shall be included and recorded as part of the job description. 2.4 The specific results of the job analysis as described in 2.1-2.3 shall be applied in the interview process in which the identified and unbiased behaviors and relevant professional skills are searched for using a standardized and modern assessment methods. 2.5 Based on the unbiased, emotionally literate, trauma-informed, and professional ability assessment, a standardized training curriculum is required to develop and maintain hiring skills and behaviors and develop them within the organization through identified periodic training. The standards for all hiring will be based on organizational and job goals. 2.6 The outcomes of using standardized modern hiring practices shall be measurable and subject to continuous improvement.
Work Item Status
Date Initiated: 06-27-2024
Technical Contact: Sonia Johnson
Item: 000
Ballot:
Status: