The hiring process is an essential part of any business but can also be fraught with bias. From personal assumptions to subconscious thoughts, there are myriad ways that our own biases can creep into our decision-making.
By being aware of our preferences, developing objective criteria for measuring candidates, and building a diverse team of interviewers, we can create a hiring process that is fairer and more successful.
This blog will explore the seven best ways to reduce bias in the hiring process.
Ways to Reduce Bias in Your Hiring Process
- Establish Precise Job Requirements
When writing job descriptions, it’s essential to be as clear and specific as possible about the requirements and qualifications for the position. It will help ensure that you attract a more diverse pool of candidates and that you’re more likely to hire the best person for the job.
Some things to keep in mind when crafting job descriptions:
- Use gender-neutral language
- Be clear about the required qualifications and skills
- Include a diverse range of activities in the job description (e.g., “You will be responsible for…”)
- Avoid making assumptions about who would be a good fit for the role
- Conduct Blind Interviews
The hiring process is often criticized for being biased, leading to the underrepresentation of certain groups in the workforce. One way to combat this issue is to conduct blind interviews, in which the interviewer does not have any information about the candidate’s identity.
By conducting blind interviews, you can remove information that could lead to discrimination based on race, gender, or ethnicity. This type of interview is often used in academic settings but can also benefit businesses. When done correctly, blind interviews can level the playing field and give all candidates a fair chance at being considered for the position.
- Use Applicant Tracking System
As the workforce becomes increasingly diverse, businesses need to take steps to reduce bias in the hiring process. One way to do this is to use an applicant tracking system (ATS). But the question is, what is an applicant tracking system? An applicant tracking system (ATS) is a software application that helps recruiters manage the recruiting process.
An ATS can help level the playing field by standardizing how job applications are processed. For example, an ATS can ensure that all applicants receive the same questions and that their responses are evaluated according to the same criteria.
In addition, an ATS can flag keywords that may be associated with a particular protected characteristic, such as gender, race, or ethnicity. As a result, an ATS can be a valuable tool for reducing bias in the hiring process.
- Use Standardized Tests to Evaluate Candidates’ Skills and Abilities
Standardized testing can help reduce bias in your hiring process by providing objective data on candidates’ skills and abilities. Using standardized tests can more accurately compare candidates across different demographic groups. It can help you identify the most qualified candidates, regardless of their backgrounds.
In addition to reducing bias, standardized testing can help you save time and money. By using tests to screen candidates before inviting them to interview, you can reduce the number of interviews you need to conduct.
- Evaluate Candidates Based on Their Merits, Not Their Characteristics
Candidates may be judged on their appearance, personal connections, or background rather than their merits.
It can lead to a workforce that is not as diverse or qualified as it could be. Evaluating candidates based on their merits is essential to reduce bias in your hiring process. This means taking the time to review their qualifications, skills, and experience.
It also means avoiding personal questions that could lead to unconscious bias. Focusing on the candidate’s ability to do the job can ensure a fairer and more equitable hiring process.
When interviewing candidates, avoid asking questions that are related to the candidate’s personal life. These types of questions can create bias in your hiring process. Instead, focus on questions that will help you learn more about the candidate’s qualifications and work history. Doing this can ensure that you are making the best hiring decision for your company.
- Encourage Employees to Speak Up if They Experience or Witness Bias in the Workplace
Bias can significantly impact the workplace, leading to unfair treatment of employees and a lack of diversity. It can also create a hostile work environment and lead to unfair hiring practices. One way to reduce bias in the hiring process is to encourage employees to speak up if they experience or witness it.
By creating an open forum for discussion, companies can identify areas in the hiring process where bias is occurring and take steps to correct it. Additionally, employees who feel comfortable speaking up about bias are more likely to report it if they see it happening, which can help to prevent future incidents.
Ultimately, by encouraging employees to speak up about bias, companies can create a more inclusive environment and ensure everyone has an equal opportunity to succeed. By taking these steps, businesses can start a more equitable hiring process.
- Keep Track of Your Hiring Data to Identify any Patterns of Bias
As any entrepreneur is aware, finding the best staff is crucial to the success of the enterprise. Not only do you need to find someone with the right skills and experience, but you also need to make sure that they fit in with the company culture.
Unfortunately, the hiring process can be fraught with biases, whether intentional or not. This is why it’s so important to keep track of your hiring data. By identifying patterns of discrimination, you can make changes to your process to reduce bias and ensure that you’re hiring the best employees for the job.
By taking this proactive approach, you can level the playing field in your hiring process and give all candidates a fair chance at being hired.
Final Thoughts
As companies strive to create a more diverse and inclusive workforce, it’s essential to take steps to reduce bias in the hiring process. One way to do this is by using blind resumes, which conceal identifying information like names and contact details.
This ensures that evaluators focus on applicants’ skills and experience rather than any pre-existing assumptions or stereotypes. Another effective strategy is to conduct structured interviews in which all candidates are asked the same questions. This level playing field allows evaluators to compare candidates side by side fairly.
Finally, involving a diverse group of people in hiring decision-making is essential. Studies have shown that when homogeneous groups make decisions, they are more likely to rely on their own biases and preferences. Creating a more diverse hiring committee can help ensure that the best candidate is selected for the job.
