How to remove bias during the hiring process? (Part 1)
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Most employers today have the same view on the importance of working environments with a wide range of employees. Many pieces of evidence show that a team with variety in perspectives and experience achieves better performance and is able to understand the diverse needs of customers and clients.
However, the recruitment process in fast-growing companies is often not given proper attention and of unconscious bias via the selection of candidates.
Benefits of bias removal in the hiring process
The bias in the interview can both mislead the company while selecting the proper potential candidates for the company, and it can cause the company’s working environment to split, or even discriminate against each other.
Therefore, eliminating bias in the interview helps bring 3 main benefits:
- The diversity in the company helps the candidates more interested. ⅔ Candidates when asked are very fond of working in a diverse environment of different people; Therefore, a company varies in the type of employees, attracting more candidates.
- The diversity in the company helps employees be more creative. Creativity is expressed through differences in the personality of employees when they work together in a working group, thereby improving the performance of employees.
- The diversity in the company helps the company to be more efficient. Many studies suggest that companies that work in a diverse range will earn 19% higher profits than normal companies in the bottom line.
In short, bias reduction in interviews increases employee diversity and helps the company operate more efficiently.
Here are the ways managers can expand their choices when hiring.
1. Check language used in the job description
Iris Bohnet, a behavioral economist at Harvard, authored What Works: Equality by Design, said: Using a variety of job descriptions so that “attractive” sometimes doesn’t attract many candidates. as the company expects, but on the contrary, it makes them turn away from the company’s recruitment. More specifically, only by using the word “salesman”, the hiring manager can create gender discrimination since the job just appeared on drafting.
If it is not too professional, limit the use of words that barry the applicants. Jobs that should be described most broadly and inclusively may attract more people interested in the work of the company.
2. Blind resumes
A resume usually includes much information needed for employers, but it also carries too much detail about gender, class, and race. Even good managers in recruitment can easily refuse to qualified candidates just because the person’s resume does not meet their expectations.
To avoid bias in the recruitment process, some companies such as Gapjumpers considers the competency and skills of candidates through a number of tests to assess the candidate’s actual ability. Internally, companies can also blind resumes by covering names and type of characteristics before forwarding these candidates to hiring managers.
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>>> Continue reading Part 2 which provides the last 3 ways helping hiring managers start hiring smarter.
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