Ways to Eliminate Bias from your Hiring Process
Bias is a challenging subject; many think they do not have them but there are ways that you’re likely unknowingly contributing to biased hiring in the workforce. Unconscious bias can be found in a variety of ways throughout the hiring process and many are not even aware that they exist, which is why it is important that recruiters review their processes to ensure they are free from bias.
Diversity in the workplace is no longer seen as a nice to have and is a priority for the majority of companies. Having a more diverse workforce can offer endless benefits such as increased productivity, wider perspectives and can even improve revenue.
Let’s take a look at some of the ways you can eliminate bias from your hiring process.
Review job descriptions and candidate communication
Job descriptions are often the first thing a candidate will see about a vacancy at your company, they should provide prospective candidates with an accurate view of the job duties, requirements and responsibilities, as well as salary expectations and perks. The language that is used in both job descriptions and candidate communication is important as it may contain unconscious biases.
To make both inviting to all qualified candidates, avoid using gendered wording. This can be referring to the candidate by gender i.e. he will be responsible for… or masculine and feminine-coded words. Examples of masculine-coded words include active, confident and driven, while their feminine counterparts include interpersonal, honest and support.
Ensuring a share fair of both masculine and feminine-coded words is an effective way to ensure that your job descriptions and candidate communications are equal and do not contain biases.
Widen your interview panel
Consider panel interviews in favour of 1-2-1 interviews to help you gain more diverse perspectives on the candidate.
This helps remove bias from your hiring process, but make sure you are well prepared for a panel interview to avoid asking duplicate questions and encourage interviewers to ask one or two questions of their own to get a deeper insight into the candidate. It’s also important to remember to give the candidate the opportunity to ask questions too.
Use blind skills challenges
CV’s typically contain information that can fuel unconscious bias, such as age, gender and ethnicity. Removing them from your application process can further help you remove bias from your hiring process.
Consider including blind tests in your hiring process, where by applications are asked to complete a bespoke test or activity that replicates the challenges of the vacancy they are applying for without including any applicant details that can create bias. The scores of the test are then reviewed and used to choose the best applicant.