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New Dangers: Hiring and Interview Bias

Increasingly, companies are working to embrace diversity. To do so effectively, it's essential to address bias.

Explicit bias is a little easier to overcome because you're aware it exists. But implicit bias is unconscious. You don't even realize it's occurring. With some effort, you can face down bias and build more dynamic, diverse and productive teams.

Studies Have Revealed Evidence of Bias for Decades

For example, in a 2004 study of racial bias, researchers sent test resumes to employers. The content of the resume was the same, but the names given to the "applicants" were those considered to be typical for either Black or white people. Resumes believed to be from white applicants got more interviews than those with "Black-sounding" names even though the experience and education listed were identical.

Get Out Of Your Comfort Zone

Much implicit bias stems from the ingrained preference for being with people you perceive to be like you. Similarity provides a sense of safety and belonging, but it also cuts you off from candidates with a lot to offer. Diversity brings a lot to the table. Different viewpoints lead to innovation which can grow the business and open new markets.

Don't "Trust Your Gut"

Another bias to watch for is making decisions based on gut feeling. What seems like intuition can just be falling back into your comfort zone. It's not a rational way to make decisions. Just because you like someone or think they will be a good fit doesn't make them the most qualified person for the position. Create objective metrics to assess candidates fairly.

Add Diversity to Your Hiring Team

Working with a diverse hiring team can increase your chances of being open to a wide variety of people. Each team member will bring their own perspective to the hiring process, ensuring one or two individuals don't have undue influence on the hiring decision.

Looking to boost diversity? Essential Personnel can help you reduce the risk of bias and reach your DE&I objectives.

How to Avoid Bias During the Hiring Process

Take measures to help reduce the chance of biases swaying your decision when adding people to your team. Consider these tips:

  • Create Job Descriptions That Promote Diversity

    Use language that is welcoming to all kinds of applicants. If you find yourself thinking it's a woman's job or a man's, ask someone else to write or review the description. Don't add unnecessary exclusionary requirements to a job, such as the ability to lift 50 pounds if it's not part of the job's daily duties. It could discourage smaller, older or disabled people from applying. Think twice before requiring a college degree: Is it necessary to perform the job, or could three to five years' experience suffice?
  • Keep the Recruitment Process Consistent for Each Candidate

    Establish a structure for interviews that every candidate must go through. This practice can help avoid giving special treatment to favored candidates. It also makes it easier to make apples-to-apples comparisons of finalists.
  • Hire From Multiple Sources

    Referrals are a reliable source of new hires. Many businesses report great success with hiring friends or colleagues of current employees. After all, employees are invested in hiring people who can pull their weight on the job.

    The problem with referrals is they tend to be too much like current employees: They seldom contribute to diversity efforts. You don't need to abandon referrals but broaden your reach to include other sources such as professional groups and networks, particularly those that encourage participation by underrepresented communities and individuals.
  • Sort and Screen With Artificial Intelligence

    Remove the often-flawed human element from the screening and sorting process. Keep in mind that you get out what you put into it. If you are seeking an engineer and enter resumes from your current engineers into the Artificial Intelligence (AI) platform, it will seek similar candidates. Exclude elements that could identify race, gender or age from the information you enter.
  • Educate Yourself on Bias

    When it comes to bias, awareness is half the battle. Regularly read books and articles to stay informed on recognizing and rectifying various forms of bias. Encourage your whole hiring team to do the same. It can go a long way toward reducing bias and promoting diversity.

Partner With a Staffing and Recruiting Firm

When you work with a recruiting firm, the candidates you see have been sourced and screened by experienced, well-trained recruiters and interviewers.

Recruiters Can Help You:

  • Cast a Wider Net

    Staffing and recruiting professionals often have extensive talent networks made up of many active and passive candidates from all walks of life, giving you access to a diverse talent pool.
  • Find Qualified and Diverse Candidates

    They can ensure you have multiple candidates to choose from, increasing your chances of selecting a candidate who brings diversity to your organization.
  • Remain Neutral When Hiring

    Reduce the risk of biased hiring by requesting the recruiter provide resumes that have been stripped of names and any information that could indicate gender, race or nationality.
  • Ensure Compliance and Diversity

    Recruiters know employment laws and regulations and can interview a wide range of candidates effectively to find individuals who match your requirements and your diversity commitment.

Want to build a more diverse team, ? Essential Personnel will be happy to help you achieve your diversity goals and ensure fair hiring practices are followed. Contact us today!