Avoid Hiring Bias with These 10 Tips
Hiring bias can be surprisingly hard to conquer, particularly when unconscious bias is involved. However, if diversity and inclusion are priorities, finding ways to avoid hiring bias is a must. If you don’t know where to begin, here are ten tips that can make overcoming hiring bias, including when it’s unconscious, easier.
1. Boost Awareness
Simply knowing that unconscious bias can play a role in hiring decisions can make a big difference. It promotes mindfulness, increasing the odds that you’ll carefully examine why you’re making various choices and, if something is amiss, that you’ll call yourself out.
2. Watch the Language
Certain language in job ads can alienate specific candidate groups. For example, gendered terms may make people of other genders feel unwelcome, making them less inclined to apply. Make sure you embrace neutral terminology to keep your job descriptions inclusive.
3. Try Blind Resume Reviews
With blind resume reviews, all identifying information about a candidate is removed. This allows you to screen their application using skills and an experience-first approach, ensuring you aren’t accidentally influenced by details that reveal a job seeker’s gender, race, age, or other characteristics.
4. Use a Diverse Hiring Team
If your hiring team features managers who are from different groups, hiring decisions are less biased overall. Each team member balances the others, ensuring the best candidate is ultimately selected.
5, Standardize Interviews
By asking each candidate the same, standardized set of questions, you create consistency. This makes comparing job seekers based on their merits easier, reducing the impact of unconscious bias.
6. Expand Your Job Ad Options
If you recruit from a wider range of sources, you tap into a larger talent pool. This can make the selection of candidates more diverse, making it a smart move.
7. Use Validated Assessments
Scientifically validated assessments are designed to reduce the impact of bias. That can make them an effective component of your hiring process.
8. Don’t Go Entirely with Your Gut
Sometimes, a gut reaction about a candidate isn’t based on who they are as a whole. Instead, it’s a reaction based on whether the job seekers remind you of yourself. If that’s the case, you’ll end up hiring people who are similar to you, creating a form of unintentional bias.
9. Be Cautious of Confirmation Bias
With confirmation bias, you may look for information during an interview that affirms what you already believe. For example, if you have a preconceived notion about a candidate, you may seek out details that support you being right, even if your original view isn’t accurate or doesn’t apply to that job seeker. By watching out for confirmation bias, you can make sure your prior notions don’t impact how you view a candidate.
10. Use Diversity Goals Wisely
Having diversity goals doesn’t mean you should ignore candidates who reflect your current workforce majority. That approach is actually biased, as you are taking job seekers out of contention based on their demographics.
Instead, aim to create equal opportunities for every candidate, regardless of their inclusion in a particular group. That way, you can focus on finding the best person for the role, no matter their background or characteristics.
Get in Touch with Our Team to Learn More About Hiring Bias
If you’d like to learn more about how you can avoid hiring bias, the team at Vincent Benjamin can help. Contact us today.