Recruiting is a difficult job. Going through multiple portfolios and finding out the best mind among a pool of talents requires a lot of patience and skill. At times, recruitment decisions can be altered by unconscious biases. Due to such biases, the hiring process often becomes unbalanced. As a result, the workplace becomes uniform, instead of being diverse which, in turn, affects the company at large.
Here are some ways employing which you can eliminate implicit bias in the recruiting process:
Create awareness about hiring bias:
Teach recruiters and managers that hiring bias exists and also inform them regarding how to avoid it. Acknowledge the presence of implicit bias yourself. Encourage others to find out how they can base their decisions solely on logic, reason, and data.
Structure your job descriptions:
Job descriptions reflect the attitude and beliefs of an organization. Make sure that your job descriptions are well-written. Avoid all sorts of gendered wording in the descriptions and see that the language remains unoffensive. Think and choose your words carefully so that when read closely, the description does not sound ambiguous.
Assess all CV objectively:
Evaluate all the resumes objectively and score each of them. Rule out all subjectivity to reduce any bias in hiring. The scoring system should be based on the crude facts of the resume. If you want you can also hide the basic information such as the name, picture, and gender from the CVs.
Evaluate all steps of the hiring process:
Unconscious biases can happen throughout the hiring process. Therefore, you should analyze all the steps involved in the recruiting process and find out where the actual problem lies. Once you have identified the erroneous step, you can take steps to eliminate the inherent biases.
Employ reliable and validated assessments:
Choose pre-employment tests to screen the candidates better. These kinds of validated assessments are both efficient and reliable. They offer better insights into the traits and abilities of potential employees. When you use scientifically validated assessments, you gain better control over the input and thus, you can be sure about the results being reliable too.
Have a diverse interview panel:
The perfect interview panel should consist of equal participation of men and women. Also, people from diverse cultural, ethnic, and religious backgrounds should be part of the interview board. It is also advisable to have a broad age range on the panel.
Make data-backed decisions:
When you make data-driven decisions, you automatically reduce the possibility of implicit bias in hiring. Intelligent information and accurate data insights can guide your interview process. HR professionals or managers can take the help of recruitment software to discover and engage better with the best talents.
Appoint an external agency:
If you think that unconscious bias is creeping into the recruitment process, you can take the help of an outside agency. An external agency will have an objective mindset. They can sort out the initial responses in the best way and can project the most suitable candidates for the company.