It would be a lie if someone would deny the existence of bias in hiring. Be it conscious or unconscious, bias in hiring has been a part of many industries and fields for years. However, in recent years, organizations and recruiters are putting more effort to reduce bias and have a more discrimination-free hiring process.
Unconscious biases have a negative impact on our judgment. They have the potential to lead hiring committees to make illogical judgments. Varied staffs, in essence, improve a company’s reputation as a wonderful place to work. Furthermore, existing diversity encourages various job seekers, resulting in a larger pool of excellent talent to employ from.
Not one but there are different types of bias and ways it can slide into your recruitment process. Discrimination against race, looks, gender is very common to occur. These biases can affect your business and company culture in long run and that is why companies are looking for measures to reduce or eliminate them from the hiring process.
Types of Discrimination faced by people in hiring:
1. Discrimination based on age:
Bias based on age means not allowing or considering a certain age group for specific job roles. This kind of bias has often been observed for elderly candidates.
In order to have a young workforce, many organizations are putting age limits on their job vacancies. Whereas some believe that the younger generation lacks sincerity and do vice versa.
2. Discrimination against Sexual Orientation:
A bias when a hiring manager or recruiter selects or rejects a candidate because of their sexual orientation. The decision can be made whether the candidate’s assumed or actual sexual orientation matches or not with the recruiter. For instance, Transgender and Queer people are often ruled out of the interview process.
3. Discrimination based on race:
Many candidates are rejected for a job role because of the discrimination against their skin color, appearance, language, place of origin, culture etc. The technical skills and capabilities are ignored in front of the mentioned bias.
4. Discrimination based on gender:
Gender bias is one of the most common biases. It occurs when it is assumed a particular gender would be more suitable for any given job role. For instance, when male candidates are preferred for field jobs and female candidates are preferred for assistant or corporate office jobs.
5. The Halo effect:
When a recruiter gives priority to a candidate’s soft skills and personality traits more than the technical skills that are required to fulfill the job requirements, it is known as the Halo effect.
6. The Horn effect:
Opposite to the Halo effect. The Horn effect is when a candidate’s personality traits or personal choices become an obstacle in their way of getting selected. The recruiter can assume that these things will affect their productivity at work, when in reality it has nothing to do with the performance.
Here’s what you can do to remove the bias from the hiring process:
1. Remove all slanted language:
Examine your writing carefully. Your job descriptions may contain biased terms. Improving your job ads in a manner that is open to all and convey the right message to job seekers is crucial.
2. Fair interview process:
When assessing important characteristics, you should ask the same questions to all candidates hence it shows nobody is getting discriminated against. After someone has responded to your predefined questions, feel free to ask them follow-up questions that are specific to their response.
This way, you’re providing all applicants the opportunity to demonstrate why they’re the greatest fit for the position. The candidate may appear anxious, but if they have the abilities you need, this should not influence your selection.
3. Use skill assessments to combat unconscious bias:
Skill evaluations assist hiring managers in evaluating job candidates. They can provide an additional quantitative metric for your hiring team to evaluate. Using skills evaluations can assist recruiting teams in focusing on more job-relevant factors when evaluating applicants. Skills tests can help to produce more accurate applicant evaluations and decrease the impacts of hiring bias.
4. Seek a diverse hiring team:
Having a diverse hiring team can help with reducing the bias from the hiring process. Ensure to include both men and women in the recruitment process. Also, educating the staff beforehand would make a big impact. Let them know how the company is looking forward to removing any kind of bias and encourage them to include fair hiring practices.
5. Measure each step:
Not just the interview but the bias can happen at the different stages of hiring. To prevent this, each step of the hiring process needs to be measured. Look over the data after every step to ensure that the process is on the right path and aligned with your diversity and hiring goals.
At the end of the day, eliminating recruiting bias benefits the company’s financial line. Furthermore, removing recruitment prejudice will help you achieve a fair hiring process and decrease the hiring failure rate, which can be as high as 50%.
A diverse workforce, in essence, enhances a company’s reputation as a great place to work. Furthermore, existing diversity promotes a diverse range of job searchers, resulting in a greater pool of exceptional talent from which to hire.