Hiring bias is real, but oftentimes it is unconscious. Managers need to be aware of their own biases and bias that may exist in the company as a whole. Thankfully, there are plenty of things you can do to avoid it. Here are some tips to help.
When you are creating your job description, make sure not to define the person you are looking for. Instead, define the job itself. Talk about the job objectives and responsibilities. Don’t discuss what personality type you’re looking for. This will open you up to a more diverse group of candidates because you won’t be limiting yourself by the language used in your postings.
Before having them in for an interview or meeting virtually schedule a quick phone call. Doing this will reduce any bias you may have when you meet someone because you won’t see them. Instead, you can focus on what they have to say and whether you think they’d be a good fit or not.
Panel interviews can also help avoid hiring bias. This is because you are getting a wide range of input on each candidate. Each interviewer is assigned a role and able to give feedback on each applicant, which can help lead to more informed decisions with less bias.
Construct a script for the interview for a certain position and use it with every single candidate. When you ask everyone the same questions, you can better compare them side by side. This will help you choose the candidate that has the best skills and experience for the job rather than the person you liked the most.
Snap judgments have no place in making hiring decisions. Wait at least 30 minutes after the candidate has left to make any decisions. Fully digest all the information you have and use it to make the best decision.
Be a juror, not a judge. This means you want to hear all of the information before making any hiring decisions. Every interviewer should wait to learn about each possible candidate and choose them based on fact, not opinion.
Take note of your own biases and try to reverse them. For instance, if you feel that you are instantly warming up to someone, step back and dampen some of the excitement. Similarly, if you aren’t immediately excited about a candidate, try to create excitement during the conversation. Doing this will help you reverse your own biases.
Consider each candidate as a consultant for your business. When you do this, everyone is afforded the same courtesy and respect. You will be able to get to know them as a professional without mixing in any personal feelings.
Create a scorecard for each candidate and score them based on their interview questions. Having a scoring system will remove a lot of bias from the process. This is because, instead of subjective things to consider, you have a hard number to compare.
Wait until the end of the interaction to measure your first impressions. Immediately measuring your first impression will undoubtedly cause bias in your decision-making. Make all your assessments at the end of the interview.
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Utilizing the help of a staffing agency like TekCom can also help you reduce hiring bias. Our team of professional recruiters is trained to help companies expand their organization’s staff and create a more diverse team. We can discuss your company’s specific diversity goals and how we can help you meet them. Contact us to see how we can assist you.