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7 Effective Ways to Eliminate Bias in Your Hiring Process

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  • If you are looking for effective ways that can keep bias away from your hiring process, then consider reading through this informative blog for further insights.

By | Suhana Williams

It’s a common psychology among us, humans, to be obsessed or sub-consciously biased with something or the other. But how far is this prejudice justified and helpful when it comes to the process of hiring and screening candidates based on different values and qualifications? Hiring bias occurs due to a lot of contributing factors. From sexism in office to groupism and acts of racism, there are a lot of reasons that trigger hiring bias during the recruitment process.

Posted on Forbes.com, an extract from a content on hiring process biases based on racism says

Since 1989, whites receive on average 36% more callbacks than blacks, and 24% more callbacks than Latinos.”

While this is only one instance where groupism or racism has a role to play behind disparities, there are actually a lot of other issues that need to be addressed and fixed in order to eliminate this evil, once and for all. So, how about trying out a few ideas and strategies the next time you would conduct an interview? Have a look.

  1. Be impartial while seeking out information about people

Psychology says we tend to seek out good reviews and positive words about people we are fond of and tend to do just the opposite for people we are not very fond of. So, how about eliminating such thoughts from your mind and breaking the stereotype for a change? There’s no hard and fast rule to be followed while seeking out background information regarding a candidate during the hiring process.

You can always choose to think out of the box and consider being impartial in such cases. Put your search queries about all shortlisted candidates in a way that covers their negative and positive aspects, regardless of the candidate’s reputation, personal preferences and likewise factors.

  1. Stress on facts and figures, rather than prioritizing emotions

Business and emotions don’t really mix well! You got to understand one simple thing that the prospective employee of your organization is going to get paid every month for the duties he/she would perform. Neither you are hiring the person for free, nor is he going to work on behalf of your firm voluntarily. The idea is to check and figure out all past achievements, work records, experience and proficiency of the candidate before confirming him/her as an employee.

There’s no point being biased on the ground that the applicant has pleaded you to hire him just because he badly needs a job. If you are not screening the right candidate, you aren’t doing justice to your organization.

  1. Create a list of all required skills you wish to see in the candidate before evaluating resumes

You cannot afford to be whimsical or disorganized during the time of resume evaluation. It is advised to create to a sperate list with all required elements and skills that you wish to see among the applicants. Create a draft based on the evaluation of the job role you would offer.

See what kind of candidates would fit into the criteria; whether the experience would matter the most or education, practical concept or theoretical knowledge, problem identifying skills or problem-solving proficiencies and the likes. Once you are done listing all preferences and the ideal qualifications needed for the job, consider evaluating all resumes strictly based on those criteria. Chances are that you will be able to fight off misjudgments and keep all biases away from the business.

  1. Judge a candidate’s credibility based on practical assignments

Practical assignment helps interviewers and hiring managers identify the right candidate without being subjected to any biased procedure of selection. Aptitude tests, and instant problem-solving exercises are a great way to identify a candidate who could fit best in the job description.

The test results, scores and rankings would eventually make things all the more evident, as you will be able to figure out whether the applicant has the credibility to work as a productive employee on behalf of your organization.

  1. Consider choosing your words to be used in job descriptions carefully

While preparing a job description or job postings, you got to be careful with the words you choose. There are certain words that are considered feminine and masculine in nature, which could eventually bring an impact on the prospective applicants showing interest to apply for the job you would offer.

Now in case you are looking for male candidates to apply for the job interview, then consider using words like “challenging, confident, leadership, independent” and the likes. On the other hand, for a job role suitable for female candidates, the recruiting managers should consider laying more stress on words like “supportive, collaborative, understanding” and the likes. There are software and tools such as Unbias Me, Boost Editor, Gender Decoder for Job Ads and more. You can consider using any of these applications in order to seek help with the right choice of words to be made while posting job ads.

  1. Involve experienced and unbiased employees in your interview panel

In addition to choosing the right words during creating job ads and the likes, selecting the right employees to work on behalf of your interview panel is equally important.

Make it a point to rope in highly experienced and unbiased employees having diverse knowledge in various fields of recruitment and a broader mindset. It would, as a result, help you to screen candidates more effectively, without confronting the odds of biasness and every other social stereotype.

  1. Rethink and revaluate before confirming a candidate as your employee

Don’t remain in haste to come up with a decision at the earliest. You can always take some time to rethink and revaluate before taking a decision. Once the final interview round is over and the candidate is gone, do not leave the room in a hurry.

Sit for some time, take a look around, discuss things with your fellow colleagues and closely evaluate the candidate’s true credibility. Create a standardized parameter of qualification in your mind and review all resumes based on the similar judgement, and see which one makes a lasting impression. You’ll have an answer to the puzzle quite easily.

So, the next time you are conducting a drive, simply keep these helpful strategies in mind and implement the same for a hassle-free and unbiased selection of the most deserving candidate in the near future.

Author Bio

Suhana Williams is a senior Human Resource manager with more than 7 years of experience in this field. In addition to it, she works as an online assignment help expert on behalf of Assignmenthelp.us.

 

 

 

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