While assessments like the ones you have used this week aim to provide objective insights into

an employee$$s abilities and suitability for a role, concerns exist regarding potential biases,

privacy issues, and the validity of such tools when used for employment recruitment purposes.

Critics argue that assessments may disproportionately disadvantage certain demographic

groups or fail to capture the full range of an individual's capabilities. Striking a balance between

the benefits of informed decision$-$making and addressing ethical considerations remains a

challenge, leading to ongoing debate and scrutiny in the employment landscape.

As a leader seeking to improve organizational performance through evidence$-$based

approaches, how would you strike this balance?