Sometimes during the interview process, personal observations and feelings come into play. Many hiring discrimination lawsuits have been filed simply because a hiring decision was made on a purely personal level. The business environment values a non-discriminatory, totally unbiased procedure to help remove the threat of discrimination litigation. Using assessments that incorporate a sampling method such as stanine scoring, and comparing your candidates to your existing top performers reduces the subjective approach to hiring, minimizing the threat of litigation. Remember, litigation commonly erupts from hiring the wrong person, putting them into the wrong job, and then treating them differently!