6 Ways to Reduce Bias in Candidate Search and Selection – TechCrunch

About the last In recent years, an increasing number of companies have committed to hiring a more diverse workforce and have begun to publish their diversity numbers annually. The results have been mixed at best.

With so many companies saying that diversity hiring is among their top priorities and making good faith efforts to revise their recruiting practices accordingly, our team wanted to better understand why the results aren’t enough. What we found surprised us: Subconscious bias tends to have the greatest impact on historically underrepresented racial and ethnic groups in the early stages of the interview process.

For example, the data showed that while white candidates see higher passthrough rates at the top of the funnel, Black and Hispanic/Latino talent see higher passthrough rates in the remaining stages of the funnel: 62% of Black talent and 57% of Hispanic/Latino talent are advanced talent Offers after onsite visits, compared to just 54% of white talent.

This suggests that diversity is most often an issue at earlier stages of the interview process, caused at least in part by unconscious bias. Candidates from historically underrepresented racial and ethnic groups have to work harder to prove themselves than their white counterparts, although they see higher offer rates later in the interview process.

When opening a new job, the first question to ask yourself is: how do we ensure that our selection is based solely on criteria that are relevant to the job?

To address this issue, I share six strategies recruiting teams can use to reduce bias in the early stages of the recruiting process, when candidates are both entering and going through the interview.

Reconsider the criteria for your open roles

Research has found that many things people list on their LinkedIn profile or resume have very little, if any, correlation to their future job performance.

For example, if you require, or are predisposed to, four-year degrees from certain institutions, you become biased toward privilege. Screening for leadership experience can also be racially biased due to the lower representation of non-whites at the leadership level.

To avoid this, start with the following question every time you open a new role: How do we ensure our selection is based solely on criteria relevant to the role?

From there, clarify what skills and qualifications are absolutely necessary to succeed in the position, and instead of focusing on the candidate’s experience, education, or—if they’re early in their career—GPAs, ask yourself what his story indicates a problem. Solution competence, cognitive skills and a growth mentality.

Restrict access to information that could lead to bias

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