To reduce the negative impact that a knockout cognitive ability test has on minority groups, I would recommend the continued use of cognitive ability testing but not as an elimination measure complete, used as a direct elimination after completion of the four-stage formal assessment (application, written test and/or interview, reference and security check and language test). Alongside a purchased personality test that measures conflict, a validity coefficient of 0.31. A combination of both predictors increased the validity coefficient to 0.60 and allows for better interpretation of applicants without negatively impacting certain groups. A mandatory formal interview for all positions, not just supervisor positions, would be ideal, but is not cost-effective given the number of positions that need to be filled in the short period of time.