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How can you address unconscious bias in recruitment and selection?

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Unconscious bias is the tendency to make judgments or decisions based on stereotypes, preferences, or assumptions that are not based on objective evidence or rationality. It can affect many aspects of workforce management, especially recruitment and selection, where it can lead to unfair and discriminatory outcomes for candidates and employers. In this article, you will learn how to address unconscious bias in recruitment and selection by following these six steps:

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1 1. Recognize your own biases

The first step to address unconscious bias is to acknowledge that you have it. Everyone has some form of unconscious bias, whether it is related to gender, race, age, disability, or other factors. You can use self-assessment tools, such as the Implicit Association Test (IAT), to identify your own biases and how they might influence your decisions. You can also seek feedback from others, such as colleagues, mentors, or coaches, to gain different perspectives and insights.

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2 2. Review your job descriptions and advertisements

The second step to address unconscious bias is to review your job descriptions and advertisements for any language or content that might deter or exclude certain groups of candidates. For example, you might want to avoid using gendered terms, such as "salesman" or "nurse", or words that imply a specific level of experience, such as "young" or "seasoned". You might also want to use inclusive and diverse images, videos, or testimonials that reflect the values and culture of your organization.

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3 3. Standardize your screening and interviewing processes

The third step to address unconscious bias is to standardize your screening and interviewing processes to ensure consistency and fairness. For example, you might want to use a structured interview format, where you ask the same questions to all candidates and rate them using a predefined scoring system. You might also want to use blind screening techniques, where you remove any identifying information, such as names, photos, or addresses, from the resumes or applications. You might also want to use a diverse panel of interviewers, who can provide different opinions and perspectives.

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4 4. Use objective and relevant criteria and tools

The fourth step to address unconscious bias is to use objective and relevant criteria and tools to evaluate and compare candidates. For example, you might want to use behavioral-based questions, where you ask candidates to describe how they handled specific situations or tasks in the past. You might also want to use skills-based tests, where you assess candidates' abilities or competencies using simulations, exercises, or case studies. You might also want to use data and analytics, where you track and measure the performance and outcomes of your recruitment and selection processes.

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Paul Gasser

Senior Account Executive
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Be careful with this. People are Human, and they all have different strengths and areas for improvement. Don't take the human out of the process by being too strict with this. Hiring on the attitude of the candidate that will fit your company culture is what you need. Most of the other things you can teach. The attitude can sometimes be quantified, but not always. Part of the attitude you can quantify is the desire to train. Is there a test that can do this? How about a form with lots of questions? References are key. Ask open-ended questions and let the reference speak. Have you thought about calling a person in their past company who was not listed as a reference? Remember, you are hiring a human, not a machine.

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5 5. Provide training and education

The fifth step to address unconscious bias is to provide training and education to yourself and your team members on how to recognize and reduce unconscious bias. For example, you might want to attend workshops, webinars, or courses on unconscious bias and diversity and inclusion. You might also want to access online resources, such as articles, podcasts, or videos, that can help you learn more about unconscious bias and its impact. You might also want to create a culture of learning and feedback, where you encourage yourself and your team members to share and discuss your experiences and challenges.

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6 6. Monitor and evaluate your progress

The sixth and final step to address unconscious bias is to monitor and evaluate your progress and make adjustments as needed. For example, you might want to collect and analyze feedback from candidates, employees, and stakeholders on how they perceive your recruitment and selection processes. You might also want to review and update your policies, procedures, and practices to ensure they are aligned with your diversity and inclusion goals. You might also want to celebrate and reward your achievements and successes, as well as identify and address your gaps and areas for improvement.

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Vontilla Steven

Head of Talent Acquisition
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This is crucial to your success. I highly recommend requesting feedback from all stakeholders. We have built a process that has been well received by both candidates and hiring managers, but it is not static. We track everything to ensure we are meeting our goals, send net promotor score surveys to candidates, ask interviewees their thoughts on the process in comparison to other processes they are in, and regularly request feedback from those on the hiring side. This allows us to improve at little cost while also bringing in more talented applicants. A candidate once told us that we are an "employer from the future," which is a great compliment, but what we are really doing is listening and acting upon recommendations.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Paul Gasser

Senior Account Executive
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The list above is very accurate and will make anyone who works them much less biased. However, the key point in all of those is the internal desire of the person. Most people can talk the talk, but do they walk the walk? Start by respecting and honoring others in all you do. If you are already doing that, then you are at least half way there. Honor and respect have seemed to have gone away or at least significantly decreased. Too often it is about us, not the other person. When that gets changed back to the way it used to be, then the steps above will work. RESPECT and HONOR. There is no substitute.

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How can you address unconscious bias in recruitment and selection?

1

2

3

4

5

6

7

1 1. Recognize your own biases

2 2. Review your job descriptions and advertisements

3 3. Standardize your screening and interviewing processes

4 4. Use objective and relevant criteria and tools

5 5. Provide training and education

6 6. Monitor and evaluate your progress

7 Here’s what else to consider

Workforce Management

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How can you address unconscious bias in recruitment and selection?

1

2

3

4

5

6

7

1 1. Recognize your own biases

2 2. Review your job descriptions and advertisements

3 3. Standardize your screening and interviewing processes

4 4. Use objective and relevant criteria and tools

5 5. Provide training and education

6 6. Monitor and evaluate your progress

7 Here’s what else to consider

Workforce Management

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