How can you prevent unconscious bias in hiring?

2 Standardize your process

The second step to prevent unconscious bias in hiring is to standardize your process and make it consistent for all candidates. This means using the same job description, screening methods, interview questions, and evaluation criteria for everyone. You can also use structured interviews, which are based on predefined questions and scoring systems, and avoid asking personal or irrelevant questions that may trigger bias. By standardizing your process, you can reduce the impact of subjective factors and focus on the skills and competencies that matter for the role.

4 Use technology

The fourth step to prevent unconscious bias in hiring is to use technology and data to support your decisions and eliminate human error. You can use software tools, such as resume parsers, blind hiring platforms, or AI-based assessments, to remove identifying information, such as names, gender, or ethnicity, from the candidates' profiles and evaluate them based on their skills and qualifications. You can also use analytics tools, such as dashboards, reports, or surveys, to track and measure your hiring outcomes and identify any areas of improvement or bias. By using technology, you can enhance your efficiency and accuracy and ensure a transparent and data-driven process.

5 Monitor and improve

The fifth step to prevent unconscious bias in hiring is to monitor and improve your process and results and ensure that they align with your diversity and inclusion goals. You can collect and analyze feedback from the candidates, the hiring team, and the stakeholders, and identify any issues or challenges that may affect the fairness and quality of your hiring process. You can also review and update your hiring criteria, methods, and tools, and implement best practices and recommendations to prevent or reduce bias. By monitoring and improving your process, you can ensure continuous learning and improvement and foster a culture of diversity and inclusion in your workplace.

6 Seek feedback and support

The sixth and final step to prevent unconscious bias in hiring is to seek feedback and support from others and learn from their experiences and expertise. You can join online communities, forums, or networks, where you can share your challenges and successes, ask questions, and get advice from other recruiters, hiring managers, or diversity and inclusion experts. You can also attend webinars, workshops, or courses, where you can learn new skills, techniques, or tools to prevent or reduce bias in hiring. By seeking feedback and support, you can expand your knowledge and awareness and stay updated on the latest trends and best practices in hiring.

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?