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How To Remove Bias During The Hiring Process? (Part 2)

   3. Ensuring diversity in interview panels and candidate slates

The diversity of the company will attract the diversity of candidates. The more people come from different backgrounds and perspectives, the better the interview committee will reduce the bias rate during the hiring process.

At the biggest football league on the planet, NFL, in order to find a variety of races in the position of coach, football teams adopted in “Rooney rule“. Rooney rule requires that when conducting a coaching position interview, there must be at least one person from the minority group on race, gender, class … interviewed. This helps African-Americans (accounting for nearly 70% this season) get the opportunity for a coach chair – formerly belonged to 94% of white Americans. This model has so far been applied to many Silicon Valley companies, which place a lot of interest in equal problem-solving in race and gender.

Besides, candidates should also be interviewed by many different people. A large number of companies, including Accenture and P&G, require candidates to be evaluated and interviewed by a group of personnel. In this way, candidates will be evaluated based on different perspectives and angles, helping to reduce the unconscious bias problem that will occur if the decision comes from an individual.

   4. Standardize interview questions

The hiring manager uses the interview round to learn more about the candidates after what is listed on the job application and skill-testing rounds. Some people also believe that just one right question will fully understand the nature of the candidates.

But if you let the interviewer choose the question wildly, it will lead to very different experiences between the candidates. Some will be annoyed, while others turn the interview into a friendly chat. In the end, they will be qualified because of their interests sharing with the interviewers, instead of their actual ability.

   5. Set goals for diversity from the beginning

In the United States, there is a surprising fact: The racial discrimination rate for black Americans has not decreased over the past 25 years.

Therefore, to minimize this bias, HR managers need to ask the question: “How do I know where my goal is?”

Begin to determine how to answer this question before implementing the recruitment process. For example:

  • I want more ethnic groups to participate in this job
  • I want many candidates who are not from the Foreign Trade School
  • I want more women
  • I want younger or more senior candidates
  • I want all of the above?

Whatever goals managers set, make it clear to the HR team and share this view widely. Let the candidate know that the company is very interested in a variety of issues through activities and stories shared by the company, rather than just a small note in the job search description.


Eliminating bias in recruitment helps bring better efficiency for businesses. In addition, unbiased recruitment brings more fairness and a 50% reduction in recruitment failure rates. To start hiring smarter, HR managers should continually set assessment goals and questions, as well as be aware of whether biases exist in their recruitment process.


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>> Go back and read Part 1 to find out more about the benefits of bias removal in the hiring process.

According to Quartz


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