New Year, New Hires - Miniature Blog Series: Part One

BY MONICA RAGSDALE ? 2 MINUTE READ

Not all hiring biases lead to inherently negative results, such as the bias of selecting an applicant because you think they’ll be a good fit in the organization’s culture, or will work well with the team. However, many biases, both conscious and unconscious, are not standardized, and therefore are susceptible to being unfair, unsustainable, and haphazard. The problem that can arise from selecting candidates based on how well you think they will blend in with the culture or established team is that it can lead to an undiversified company. This common bias can be averted by changing a process that happens way before selecting the right candidate; which is diversifying the way you hire (1). Changing your recruiting strategy to widen where talent is being recruited from, such as using different social platforms, catering to more geographic locations, attending a variety of diverse school career fairs, etc, can introduce your company to a large pool of new, highly qualified, and diverse candidates that may have a more “non-traditional” background (1).? To receive personalized guidance on an execution plan for how your company can find more creative ways to recruit diverse talent to help remove the urging bias to hire candidates that are similar, reach out to Ryan Tucker, Sales Director at Catching Leadership, at [email protected] or visit www.catchingleadership.com. Stay tuned for next Friday’s miniature blog part two to learn more ways we fall into hiring biases and how Catching Leadership can help!

Reference List

1. Pavlou, Christina. “Unconscious Bias in Recruitment: How Can You Remove It?” Recruiting Resources: How to Recruit and Hire Better, 26 July 2022, https://resources.workable.com/stories-and-insights/unconscious-bias-in-recruitment.