Hiring Best Practices: How to Avoid Unconscious Bias?

Hiring Best Practices: How to Avoid Unconscious Bias?

Unconscious bias is everywhere. It occurs when making decisions based on factors that don't appear discriminatory. For example, you may choose not to hire someone with a particular personality type because you had a negative experience in the past. That choice can have a ripple effect on your entire process, the experience, and the quality of candidates. We don't talk about it much as a culture because it means admitting that everyone makes decisions based on factors we don't even recognize. How do you avoid unconscious bias in the hiring process? Here are several suggestions to get you started.

Structure Your Interview Process

When you start each interview with preconceived notions, you can make snap judgments before you know anything about the candidate. Many hiring managers rely on gut feelings, but this is unconscious bias in action. Instead, create standard interview questions for each job type and follow a structured interview process. Every candidate should have the same positive experience. Create a checklist to stay on track.

Avoid Relying on Culture Fit

Candidates often hear, "you're not a fit for our corporate culture," but few get clarification on what that means. You want someone who can interact well with your current team and share your company values, but what if that leads to a missing piece? Instead, consider the Culture Add when hiring your next employee. What can they bring to the table that your current team doesn't have? This shift in perspective can enhance your overall productivity.

Use Verified Skills Testing

If you're worried about candidates having the right skill set, there is an easy way to make that determination. Ask candidates to complete skills testing to compare the same benchmarks across all your applications. Work samples can also help decide which candidate will be a fitting addition to your team.

Establish DEI Goals

Diversity, equity, and inclusion are top priorities for many job seekers today. Before you start the hiring process, set goals to hire a more diverse group of employees across all areas of your business. This includes management opportunities. What is the current cultural makeup of your organization? How can you add diversity? Diversity consists of several factors, including cultural background, neurodiversity, disabilities, gender identity, and more.

Are you struggling to find the talent you need to fill your open roles? Get in touch with the team at Frontline Source Group!

Category(ies): Blog
Published on: Nov 1, 2022