10 Techniques for Reducing Bias in the Hiring Process

Reducing Bias

Recognizing your own Reducing Bias ┬áis an important step in developing unbiased hiring and recruiting process, but it’s only the beginning.

Today, leaders need to take steps to make sure that Reducing Bias doesn’t play a role in hiring at all by using the most up-to-date technology and taking a data-driven approach to candidate screening and the interview process.

Using recruitment strategies that aren’t biased leads to a more diverse and inclusive workforce. Employees need to know that their employer is serious about having a diverse, equitable, and inclusive (DEI) workplace. This starts with having the same hiring process for everyone.

10 tips for reducing bias when hiring and recruiting people, like this:

Here are ten ways that hiring teams can be Reducing Bias during the hiring process and build a company culture where a wide range of candidates can be successful and feel at home.

Look at each step of the hiring process to see if there are any biases in hiring.

Start with screening Bias , and learn how and where there could be bias in the hiring process, from the C-suite to entry-level jobs.

To check for existing biases, look at:

  • Where can you find jobs?
  • In the future, who will be able to take on new jobs?
  • Where do humans play a role in finding candidates?
  • Can smart software be used to get rid of this?

Use AI-powered software that is based on science and psychology to remove bias from the hiring process

Humans and artificial intelligence (AI) can be used together in the hiring process for candidate sourcing and analysis, assessments, and hiring. This leads to more efficiency and less bias.

AI only chooses qualified candidates based on who would be the best choice for a new job. This is how it works (and in a fraction of the time it takes for a human to screen.) Then, a group of people who are different from each other can pick the best candidate.

People who use AI-powered talent solutions, like Crosschq’s Talent Intelligence CloudTM, have less unconscious bias and less turnover than people who hire based on their “gut feelings.”

Check references before you start the interview process, and do so with an open mind

Reference checks can be biassed, especially if they are informal or only used for a small group of people. Nine hours can be spent on each candidate. Phone-based reference checks can be biassed because they take a long time and are done over the phone.

Pre-interview reference checks should be part of a standard screening process. Use the best practices when collecting and reviewing references.

Crosschq 360 is a recruitment tool that helps speed up reference checks and encourages candidates to refer their friends, which makes the company more diverse. Companies can use bias-free software like Crosschq 360 to get clear, objective feedback on a candidate’s skills and experience without being influenced by their preferences or internal biases. This helps both the candidates and their references speed up the process of getting references. It also improves the quality of the people who are hired because they get better references.

write job descriptions that are both broad and specific enough to find the person you want to hire

Think about what you need this job to do, not who you want this person to be. Job descriptions should be written in a way that isn’t gender-specific. Keep an eye out for areas that may unintentionally exclude, like asking for “native language speakers” or mentioning your weekly team happy hour, which may turn off parents or older candidates.

Highlight the benefits for people from different backgrounds and employee resource groups (ERGs) in your company. Check to see if it can be done from home. Remote work is more inclusive and gives people with certain disabilities more chances.

Make sure that hiring policies and processes are set up to look for diversity

Publish new positions on several hiring platforms, such as The Mom Project or BlackJobs.com, and provide ongoing assistance to employees once they have been hired. This will help to foster a sense of belonging and diversity in the workplace.

Use recruiting analytics to see how well your policies and diversity efforts are working.

Educate HR and hiring managers on unconscious biases in the hiring process

Individuals can use the free Harvard implicit association tests and other bias-training programs to learn more about how they might be making assumptions based on someone’s appearance and other characteristics.

Make sure your hiring teams keep taking diversity, inclusion, and anti-bias training so that DI&B stays at the top of the hiring process.

Do unbiased hiring challenges with a set of rules in mind

Pre-employment testing is a fair way to look at skills, but it can give a limited picture of a candidate’s chances for success, depending on the job. Skills tests and talent intelligence should be used together to get the best picture of what a good candidate looks like.

Online hiring assessments can cut down on people who aren’t qualified and interviews that don’t need to happen.

Make hiring goals and evaluations based on how long and how well employees work, not how well they interview

Those who do well when they interview aren’t just good at it, though. But that doesn’t always mean that they’re the best person for the job. To set hiring goals, think about how well employees will do long-term, not how good their interview was, how many people were hired from interviews, or other vanity metrics.

Use structured interviews to make sure that all candidates have the same experience

When interview questions are based on someone’s idea of how to interview candidates, it’s more likely that the people chosen won’t do as well as they should. Why? None of them is based on research or science, so they don’t make sense

If you want to know which candidates will be successful in the long run, for example, Crosschq’s interview intel solutions were made by psychologists.

Create a standard interview process with predefined questions. Then, use an evaluation tool that is based on the company’s values and job performance, not the values of the person who is being hired.

Make sure the people on the interview panel are from a wide range of places

During the interview process, having a group of people who are different from each other is important to make sure that everyone has a chance. It gives you a chance to ask people how they feel about working at your company and show how they have felt working at your company.

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