The main goals of any hiring process are to ensure that it is effective, efficient, and fair. There are many ways to determine whether you are meeting each of these goals. For example, you could conduct a validation study to determine its effectiveness. How well is each hiring tool predicting future employee behavior? Additionally, you could look at time-to-hire metrics to assess its efficiency. Are recruiters and human resource managers saving time with the hiring process? Finally, you could calculate the level of adverse impact to ensure that the system is fair for all candidates.
Adverse impact is defined as a significantly different rate of selection which negatively impacts members of a protected group. While courts tend to focus on whether adverse impact is present or not, in reality, adverse impact is assessed on a continuum and it is often difficult to have a selection system with absolutely no adverse impact.