Not only gender stereotypes but also race, culture and age serotype are some of the major stereotypes in the workplace. Organizations suffer because they do not recruit the most suitable candidate for the position due to the excessive use of misjudgments 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 unfair doubts. By applying this strategy, organizations can significantly reduce recruiting costs and time by identifying the best candidates first, without second or third recruiting processes. Furthermore, a diverse work team can provide much improved and universal interactions between members from which new, unique and innovative ideas can emerge. Additionally, recruiting diverse backgrounds can change or correct perceptions of people who create stereotypes against certain groups or individuals. Fortunately, it can eliminate havoc on morale and increase productivity in the workplace. Furthermore, by conducting a matching test between job positions and job candidates it is also possible to reduce the possibility of differential impact of negative stereotypes in employee selection. The test will focus only on the job seeker's general suitability for the positions, not on his or her gender, race or age.