Unconscious hiring bias can affect the reputation of the workplace and organisations. It could prove a huge setback in creating an all-inclusive workplace. Such biases impact the company’s and the employees’ progress significantly. Additionally, it may hamper the provision of equal opportunities for women and their growth.
Naturalism, socialisation and exposure to diversity in society determine the state of bias in a company. It impacts the decision-making process, and one gets judgemental. It is the reason companies prioritise personality over skills and expertise.
However, in an ideal world, hiring a candidate should be based – on their ability to excel in the task. It would help the aspirant provide his best at the interview. He feels comfortable in his skin to present his views on the company’s projects. Eventually, the company progresses.
It is hard to drop the judgment curtain burdened by years of nurturing. You can take some steps to overcome this bias in the workplace.
7 Ways to Reduce Recruitment Bias at the Company
Deep-rooted biases against potential candidates lead to discriminatory acts. For example, EqA 2010 protects workers seeking active employment against discrimination. It is regardless of whether they join the company.
It imposes penalties on the companies following discriminatory hiring practices. Thus, an organisation should ensure a holistic and all-inclusive workplace. Here are some best strategies to do so:
1) Write the job description carefully
The way you post the job determines the candidates you attract. Most companies upload the JD randomly without reviewing it. That’s where you lose around 75% of candidates.
Why? Choice of words impacts the candidate’s interest in working with you. For example- overusing masculine-specific language may discourage female candidates from applying.
What good will it be to lose prominent candidates because of wrong word choice?
Instead, purchase software that picks the right word for you. If your company is new and you cannot invest upfront, external options may help. Check facilities like start-up business loans that help you grow without waiting. You may get it to attend to any business-related need anytime and anywhere. Identify the amount you want and get it the same day in the account.
The right description will pique the interest of the right candidate. So don’t miss it! Additionally, it should reveal gender equality with the needed qualifications and responsibilities.
- Conduct a common skill test
It is one of the best ways to avoid bias. Hosting a common skill test for candidates helps you judge them solely on skills. It beats any bias regarding personality, gender, qualification, etc. It also eliminates favouritism in the workplace.
Some hiring teams evaluate the candidate based on some common features. For example, a company hiring team prefers alumnae from his previous college over another. It is a clear bias. Instead, the team should evaluate both candidates on specific criteria for the role.
A common skill test would instead analyse the candidate’s potential and abilities to do the job.
3) Prepare a set of interview questions
Casually, the interviewer’s questions are biased and spontaneous. However, an interviewer should prioritise the expertise, knowledge, skills and attitude as the primary hiring parameters. He should prepare questions on these aspects rather than picking randomly.
Prepare a well-structured question set before the interview. Ask the same questions from candidates and record your observations. Additionally, condition your mind to eliminate any bias before financing the candidate.
Having a diverse hiring panel may help you with non-discriminatory hiring, including multiple experts on the hiring team grants one peep into different perspectives. It helps to keep unconscious bias in check.
4) Reduce “too-friendly” conversations
Most interviewers connect on personal terms with the candidate. They talk about something they found common with the candidate’s profile. For example, if a candidate belongs to the same university as the interviewer, it may create bias. The interviewer talks at length about the specific university and how this creates bias. He may prefer him over the deserving candidate.
Thus, avoid connecting on personal terms with the candidate. Instead, prioritise selection on the skills needed, qualifications and potential.
5) Do not hire from the same place
The idea of creating an inclusive workplace is fascinating. However, it is difficult to create. Most companies hire individuals from a certain location. It limits your scope to find the best candidate or create an inclusive company environment.
Instead, bookmark the best locations in the country or the city to get the people from. You can also analyse the possibilities of remote culture. This is where you can rationalise the opportunity to hire individuals belonging to unique cultures and diversity.
What if you got the right candidate from London instead of Birmingham (the company’s headquarters)? Yes, there are possibilities of the same. Thus, channel your hiring process rightly to attract candidates from diverse backgrounds.
6) Review resumes without pre-judgement
According to a resource, “a candidate’s name, address, and other aspects raise implicit associations about the job applicant. It blurs the interviewer’s conscience to decide right. To avoid this, the business should invest in review blinding software.
It conceals the name of the candidate and other details, provoking bias. This software helps you select candidates based on merit, skills and experience rather than other unnecessary details.
7) Advertise the vacancy the right way
Most businesses struggle to get the right candidate for the job. Why? It is because they narrow their limits to find one. It does not put your opening before the candidates looking for the job. What can you do?
- Identify job boards away from what you use
- Explore candidates from a similar niche industry
- Keep the role requirements basic
- Target university and college billboards as a placement drive
Advertising and finding the right candidate requires expertise. If you want to save time but need capital to hire experts, contact the best UK direct lenders near you. They help you finance the experts with a comfortable repayment plan. In the end, the right candidate matters.
Bottom line
Eliminating hiring bias is important for any company to grow and gain a reputation. It helps candidates feel valued and get the best out of them. Additionally, having a bias-free hiring process will help you reduce the failure hiring rate by 40%. It eventually protects the company’s self-esteem and growth.
