6 Ways to Prevent Unconscious Bias in Recruitment

Diversity, Equity, and Inclusion (DEI&I) has now become the big recruitment pillar for major organizations and startups alike. It opens the door for companies to have a diverse group of talent, leading to more creative and unique ideas and work approaches within the organization. However, there is a dark twist behind it. Even today, where DE&I is a big thing, there are still biases when it comes to hiring, especially unconscious in recruitment. Let it go on, and it’ll make a long-term impact on your organization like broken trust and morale among workers.

Unconscious bias in recruitment can also hurt your budget big time, as nearly three out of four employers admitted they recruited hired the wrong person for a role, and companies lose an average of $14,900 on every bad hire. [1] This is why it’s important that we explore the definition of unconscious bias and learn best practices to prevent it or remove it from your hiring process. Let’s get right to it!

What Is Unconscious Bias In Recruitment

Unconscious bias in recruitment refers to the unintentional preferences, judgments, and stereotypes that individuals may hold towards certain groups of people during the hiring process. These biases are often formed based on personal experiences, societal norms, and cultural influences, and can significantly impact the decision-making process when it comes to selecting candidates for a job.

The impact of unconscious bias in recruitment can result in the exclusion of qualified candidates from underrepresented groups, such as people of color, women, individuals with disabilities, and older workers. These biases can lead to a lack of diversity in the workplace, hinder innovation and creativity, and limit the overall success of an organization. This gives you plenty of reasons to be aware of unconscious bias in recruitment and invest your time and effort to come up with strategies to mitigate its effects.

Tips On How To Prevent Unconscious Bias In Recruitment

1. Using Artificial Intelligence & Machine Learning

Human beings inherently possess bias in all aspects of life. It is fair to assume that this bleeds into recruitment as well. This is why it is important to remove the human bias from the recruitment selection process using technology whenever possible.

An ATS like Manatal comes with the AI Recommendations feature, allowing you to land the right candidates on open roles fairly. You can ensure zero bias when filling positions by setting criteria like educational background, skills, or work experiences, the Manatal will quickly scan through your database and give scorecards to the most suitable candidates for the roles regardless of their ethnicity or gender.

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2. Diversity Trainings

Diversity training programs are crucial for raising awareness about unconscious bias among hiring managers and recruiters. These programs should address the importance of diversity and inclusion in the workplace, as well as provide education on unconscious bias in recruitment and how it can impact decision-making. It’s a good idea to have interactive workshops and seminars to provide practical strategies for recognizing and countering personal biases.

Keep in mind that this is not a one-time fix but a continuous effort to create an environment where diversity is valued, and bias is consistently challenged. Implementing ongoing training sessions will keep the conversation about diversity and inclusion at the forefront of your hiring recruitment strategies.

3. Blind Resume Screening

Another effective strategy to eliminate bias and increase diversity is blind resume screening. This involves removing identifying information such as name, gender, age, and ethnicity from resumes and focusing solely on applicants’ skills and experiences. Here’s a tip, make the process more effective by using standardized job-related questions during the initial application phase. This ensures that all candidates are evaluated on the same criteria, reducing the likelihood of bias influencing the recruitment process.

4. Structured Interview Processes

It’s also a good approach to implement structured interview processes that are standardized across all candidates. Create a set list of questions that are directly related to the job requirements and competencies. Also, establish a scoring system to objectively evaluate candidate responses. Aside from that, minimizing unconscious bias in recruitment by providing interview training for hiring managers. This will further reinforce the importance of fair and objective evaluations in the recruitment process.

5. Foster a Culture of Inclusivity

Fostering a culture of inclusivity within your organization can positively influence the recruitment process positively. When inclusivity is a core value, it permeates hiring practices. So, encourage your employees to participate in diversity networks and events. This can help broaden their understanding and appreciation of different backgrounds and perspectives.

Leadership commitment to inclusivity is also paramount. So, don’t forget to model inclusive behavior and prioritize diversity in your teams. This sets a standard for your entire organization to follow, making unbiased recruitment a natural outcome of the company culture.

6. Regular Recruitment Practice Reviews

Last but not least, reviewing recruitment practices ensures your efforts to reduce unconscious bias in recruitment are effective. So, analyze hiring data to check for disparities in the recruitment outcomes of different demographic groups. If disparities are found, investigate the stages at which they occur and implement targeted interventions. Feedback from candidates can also provide valuable insights into the fairness of your recruitment process. In the same manner, seeking input from diverse perspectives within your company can help uncover blind spots and ensure that recruitment practices are aligned with diversity values and goals as well.

Types Of Unconscious Bias In Recruitment You Should Know About

• Affinity bias: Affinity bias occurs when a hiring manager or recruiter favors candidates who share similar backgrounds, interests, or experiences with them. This bias can lead to hiring individuals who may not be the most qualified for the role, but who the hiring manager feels a connection to. It goes without saying that this is a bad hire. It also limits diversity in the workplace and can lead to a lack of fresh perspectives and ideas. That’s not all, affinity bias creates a negative work environment for employees who do not fit the mold of the hiring manager's preferred candidate.
• Confirmation bias: It refers to the tendency to favor information that confirms pre-existing beliefs or assumptions. In recruitment, this bias can cause hiring managers to only see the qualities in candidates that align with their initial impressions, while ignoring or downplaying any contradictory information. This can result in overlooking potentially qualified candidates who may bring valuable skills and experience to the team. Confirmation bias can also contribute to a homogenous workforce, as hiring managers may unintentionally exclude candidates who do not fit their predetermined criteria.
• Halo effect: The halo effect occurs when a hiring manager allows one positive characteristic of a candidate to overshadow all other aspects of their qualifications. For example, if a candidate has a strong educational background or impressive work experience, the hiring manager may overlook other areas where the candidate may be lacking. This leads to hiring decisions that are based on superficial qualities rather than a comprehensive assessment of the candidate's abilities and fit for the role. With this bias, you may end up hiring individuals who may not possess the necessary skills or qualities to succeed in the position, ultimately affecting team performance and organizational success.
• Attribution bias: This type of bias arises when hiring managers attribute the successes or failures of a candidate to external factors, rather than recognizing the candidate's individual abilities and efforts. Attribution bias can lead to unfair judgments about a candidate's performance, as well as overlooking their potential for growth and development. It can also contribute to a lack of diversity in the workplace, as candidates from underrepresented backgrounds may be unfairly judged based on stereotypes and biases.

Conclusion

Combatting unconscious bias in recruitment is the key to creating a fair and inclusive workplace where diversity thrives. Unconscious bias in recruitment can lead to missed opportunities for talented individuals and perpetuate inequalities within your organization. Embracing diversity in the workplace enables you to foster innovation and creativity, as well as ensures a more engaged and motivated workforce. But before examining strategies to tackle unconscious bias, you need to first consider existing company culture, the diversity of the current team, and the specific needs of the organization. Reflecting on these aspects will ensure that the strategies implemented are not only effective but also tailored to foster an inclusive environment where every potential employee has an equal opportunity to succeed.

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Citations:

1. Forbes