Remove bias from your hiring process
Follow these steps to remove bias from your hiring processes.
BY DAN NUROO
Have you heard about Blind Resumes? The concept for this is that as an employer, you only receive documents (CV, cover letter, portfolio) from people with zero identifiers within it. No names, no gender, no location, no language or citizenship details. This ensures your decision making on the resume is purely on the experience and capabilities and not anything else.
“Hot Tip: When you next receive candidate’s through TalentVine, request the unbiased hiring feature and your chosen recruiters will provide candidates as Blind CVs until you are ready for the full details.”
Standardise the interview process. There is often the expectation that senior people can interview and are “trusted” to run said interviews in an appropriate manner. Anyone who has ever sat in on interviews, knows the risk that imposes. The rogue “I’ve hired hundreds of people, I know what I’m doing!” manager is a high risk for any Recruitment process. Standardise the interview, the expectations and even how you debrief afterwards. You want every candidate to have a similar experience. Hopefully good. Without standardisation the risk of individual bias is heightened.
Positive Steps Forward
Recruitment and hiring is hard enough, why not give yourself the best opportunity to hire the best person for the role, but getting rid of positive and negative biases is something that your whole organisation has to be on board with. It is a team effort, but it is an effort well worth taking.
Hiring great people (and bragging about it to the naysayers) is why we’re in this business.
