Not only gender stereotypes, but also racial, cultural, and age stereotypes are some of the major stereotypes in the work environment. Organizations suffer from not recruiting the best-suited candidate for the role due to over-reliance on false judgments based on stereotypes. Instead of depending on overly generalized assumptions about a candidate's race, culture, age, or gender, the organization should focus on the general suitability of the particular position without the intervention of unwarranted doubts. By implementing this strategy, organizations can significantly reduce recruitment costs and time by identifying the best candidates first, without a second or third recruitment process. Additionally, a diverse work team can provide much-enhanced and universal interactions among members that can give rise to new, unique and innovative ideas. Additionally, recruiting from diverse backgrounds can change or correct the perception of people who have stereotypes about a certain group or individual. Fortunately, this can eliminate the havoc wreaked on morale and increase productivity in the workplace. Furthermore, by performing a fit test between positions and candidates, one can also reduce the possibility of a differential impact of negative stereotypes in employee selection. The test will focus only on the job seeker's general suitability for the positions, not their gender, race or age..