Post by account_disabled on Mar 10, 2024 23:00:07 GMT -5
Now that you know the different types of bias during the interview phase with potential candidates, let's move on to the different ways to reduce bias. 1. Be aware of yourself A greater sense of awareness of yourself and your potential discriminatory biases goes a long way toward maintaining an unbiased and open mind. Question your decisions and take detailed notes to make your decision-making process more transparent and clear. Remember that there are many different types of biases that you can fall prey to, and even if you are aware of some of them, this is usually not enough to eliminate them, which brings us to the advice we give you below. 2. Write a clear and well-defined job description Define the job requirements and necessary skills and be as precise as possible. If you are vague, both internally when discussing the vacancy and externally in your job advertisement, you leave a lot of room for your own biases to distort the interview process. Additionally, being clear and specific projects a positive image of the company to potential candidates, which is essential if you want to attract the right candidate who will do the job satisfactorily.
Of course, be realistic in your requirements: do not write the job advertisement thinking about an ideal person, for example, the person who has left the company whose position you want to fill. In this way, you could be anchoring your expectations to his performance and background and not allowing neutrality in your hiring process. It's equally important to omit gender-stereotypical words or Bahamas Mobile Number List qualifications from your job ad to attract a more diverse pool of candidates and hire the right person. More information : How to prepare job descriptions for a competency-based selection approach 3. Anonymize resumes and create different categories Anonymizing resumes can help you eliminate biases associated with candidates' name, gender, age, and location. This is especially useful if part of your hiring process is automated. Alternatively, you can create a few different categories to select candidates. Studies show that grouping resumes (for example, by candidates' university) increases the diversity of the selection without decreasing its quality. This happens because hiring managers tend to select candidates from each category and still choose the strongest ones.
It's worth noting that this approach is only likely to work when managers don't have strong biases against a particular group. 4. Automate a part of the hiring process and evaluate candidate skills Another way to minimize bias during a job interview is to automate part of the hiring process. This can be done by administering pre-screening skills tests. When evaluated objectively, these types of tests help hiring managers choose candidates based on their skills and knowledge. Skills tests are very flexible and can be used for many different skills: language proficiency , technical skills, and cognitive skills alike. For example, critical thinking , attention to detail or also SEO writing , complex queries in SQL or intermediate French can be evaluated. You can even evaluate cultural affinity . You can administer multiple tests for a given position and easily compare the results later. This allows you to select candidates based on merit and minimize unconscious bias. You can also anonymize test results to be more neutral when interpreting them. Quick Tip: If you ask candidates to take some tests, make sure you don't overwhelm them with a long and overly complicated selection process.
Of course, be realistic in your requirements: do not write the job advertisement thinking about an ideal person, for example, the person who has left the company whose position you want to fill. In this way, you could be anchoring your expectations to his performance and background and not allowing neutrality in your hiring process. It's equally important to omit gender-stereotypical words or Bahamas Mobile Number List qualifications from your job ad to attract a more diverse pool of candidates and hire the right person. More information : How to prepare job descriptions for a competency-based selection approach 3. Anonymize resumes and create different categories Anonymizing resumes can help you eliminate biases associated with candidates' name, gender, age, and location. This is especially useful if part of your hiring process is automated. Alternatively, you can create a few different categories to select candidates. Studies show that grouping resumes (for example, by candidates' university) increases the diversity of the selection without decreasing its quality. This happens because hiring managers tend to select candidates from each category and still choose the strongest ones.
It's worth noting that this approach is only likely to work when managers don't have strong biases against a particular group. 4. Automate a part of the hiring process and evaluate candidate skills Another way to minimize bias during a job interview is to automate part of the hiring process. This can be done by administering pre-screening skills tests. When evaluated objectively, these types of tests help hiring managers choose candidates based on their skills and knowledge. Skills tests are very flexible and can be used for many different skills: language proficiency , technical skills, and cognitive skills alike. For example, critical thinking , attention to detail or also SEO writing , complex queries in SQL or intermediate French can be evaluated. You can even evaluate cultural affinity . You can administer multiple tests for a given position and easily compare the results later. This allows you to select candidates based on merit and minimize unconscious bias. You can also anonymize test results to be more neutral when interpreting them. Quick Tip: If you ask candidates to take some tests, make sure you don't overwhelm them with a long and overly complicated selection process.