One of the biggest hindrances to building a diverse workforce is hiring bias. Often hiring managers unconsciously are drawn to candidates based on their own hidden preferences, rather than objectively selecting who is most qualified for the position. This can result in the same types of people being hired time and time again instead of bringing in much-needed different backgrounds and perspectives. Learn more about how to avoid hiring bias:
The first step to overcoming hiring bias is understanding it. Invest in expert training resources, like in-depth training programs, webinars, or books by professionals, that dive deeper into the different types of bias, why they can occur, and actionable steps to reflect on one’s personal triggers and clarify areas for improvement.
Define Your Dream Candidate
A major issue with bias is that it can be counterproductive and encourage you to make hiring decisions that go against what your rational mind knows is best. Reduce this risk by defining your dream candidate before you even begin to evaluate prospective candidates.
What specific qualifications, type of work experience, skills, and personality traits would your dream candidate have? Obviously, you may not be able to find someone who has every item on your wishlist, but it gives you a starting point of what to prioritize – especially if those sneaky “gut feelings” tempt you to focus on the wrong things.
Eliminate Subjective Assessment
In the initial stages of the hiring process, take steps to prevent the possibility of bias by removing opportunities for personal judgement calls. One option is to opt for blind hiring, in which certain identifying information (such as names, which may indicate gender or ethnicity) is removed before you view the resumes. Including skills-based assessments as part of the application process can also ensure that you are solely basing your decisions based on the objective ability to perform the job.
Standardize the Interview Process
Once you meet candidates face-to-face and have the chance to build a rapport, that’s another key point in which bias can inadvertently come into play. Standardize the interview process to avoid giving advantages to the candidates you perhaps click with personally or are otherwise drawn to for reasons beyond their ability to do the job. Clarify the most important criteria to evaluate, then develop questions based on assessing candidates on it. When interviewing candidates, ask them all the exact same questions and take notes regarding specific reasons as to why you scored them in a particular way. This gives you objective evidence to review as you make your final decisions.
Partner with Us for Staffing Support
Build a team of top talent by partnering with PrideStaff San Jose. As an experienced staffing firm, PrideStaff San Jose can quickly and effectively provide you with the most qualified candidates for your positions. Contact us today to learn more about how we can help with your staffing needs.