Many companies want to increase diversity. However, this is often hampered by the biased recruitment process. A large number of studies show that the recruitment process is biased. This is due to human nature which inadvertently will be more attracted to hiring candidates who are similar in nature.
If you as the hiring manager do not have the right processes in place, bias can continue to develop. This can be a form of discrimination against people who have the right qualifications. Overcome recruiting bias and find a solution that works for your company.
To avoid hiring bias, many companies implement measurable methods in the recruitment process. As a result, the number of candidates applying increases, so that the variety of backgrounds that enter the offering stage and the possibility of employees staying until the probation period is over increases.
Not only increasing the diversity of the workforce, this is also done to ensure you hire the best fit individuals in their fields. To reduce this bias, here are things you can do.
As a hiring manager, you need to find ways to simplify and standardize the recruitment process. To begin with, you must understand the problems that often arise in the recruitment process and find the right solution. If you are still unsure, you can consider taking training on a particular topic.
The training will train awareness to recognize yourself and others. You will realize that everyone has skills and identifies differently. In addition, discussions can generate ideas about steps that could be taken and ways to simplify them.
One way to eliminate bias can be started from sourcing. Prepare recruitment materials such as job descriptions and career pages on job search websites or portals. This is done in order to attract as many candidates as possible. When creating recruitment materials, it is best to use neutral language. If not, the applicants will be few.
One study found that women tend to avoid job postings that include masculine words such as strong, brave, and assertive. Interestingly men will do the same thing. They will feel that jobs that include the words patient, honest, and interpersonal are only for women.
It should be remembered that diversity is not a guarantee for advancing to the next stage. Recruiters still have to screen candidates' behaviors and skills. However, the more applicants you have, the greater the diversity you will get.
A CV is the candidate's first introduction to recruiters. Through your CV you can find out the short profile of the candidate, skills and achievements that have been produced. However, without realizing it, there is certain information that can make you biased. Therefore, we urge applicants to send a blind CV without including race, religion, gender, age, and all factors that can influence biased decisions.
When the candidate enters the interview stage, your job is to hone your soft skills. During the course of the interview, there is a possibility that you will lose focus and be provoked to follow the topics discussed so that the interview is not conducive. An unstructured interview can make it difficult for you to judge fairly.
Therefore, prepare yourself. Before conducting the interview session, take your time for 15 minutes to make an interview plan. This is done so that the interview is more structured. You can ask each candidate the same clear questions. The answers provided also allow you to judge the candidate more fairly.
You can always ask others for help. Consider including panelists in each interview session. Forming a panel that includes diversity, such as gender, ethnicity, socioeconomic background and age can help you avoid bias. Panelists will provide opinions so that perspectives will be broader and decisions are taken more precisely.
Bias in the recruitment process is difficult to avoid. However, you can reduce this by creating a structured recruitment process. Increase the insights and perspectives of the recruitment team to help with fair decision making.
Many companies want to increase diversity. However, this is often hampered by the biased recruitment process. A large number of studies show that the recruitment process is biased. This is due to human nature which inadvertently will be more attracted to hiring candidates who are similar in nature.
If you as the hiring manager do not have the right processes in place, bias can continue to develop. This can be a form of discrimination against people who have the right qualifications. Overcome recruiting bias and find a solution that works for your company.
To avoid hiring bias, many companies implement measurable methods in the recruitment process. As a result, the number of candidates applying increases, so that the variety of backgrounds that enter the offering stage and the possibility of employees staying until the probation period is over increases.
Not only increasing the diversity of the workforce, this is also done to ensure you hire the best fit individuals in their fields. To reduce this bias, here are things you can do.
As a hiring manager, you need to find ways to simplify and standardize the recruitment process. To begin with, you must understand the problems that often arise in the recruitment process and find the right solution. If you are still unsure, you can consider taking training on a particular topic.
The training will train awareness to recognize yourself and others. You will realize that everyone has skills and identifies differently. In addition, discussions can generate ideas about steps that could be taken and ways to simplify them.
One way to eliminate bias can be started from sourcing. Prepare recruitment materials such as job descriptions and career pages on job search websites or portals. This is done in order to attract as many candidates as possible. When creating recruitment materials, it is best to use neutral language. If not, the applicants will be few.
One study found that women tend to avoid job postings that include masculine words such as strong, brave, and assertive. Interestingly men will do the same thing. They will feel that jobs that include the words patient, honest, and interpersonal are only for women.
It should be remembered that diversity is not a guarantee for advancing to the next stage. Recruiters still have to screen candidates' behaviors and skills. However, the more applicants you have, the greater the diversity you will get.
A CV is the candidate's first introduction to recruiters. Through your CV you can find out the short profile of the candidate, skills and achievements that have been produced. However, without realizing it, there is certain information that can make you biased. Therefore, we urge applicants to send a blind CV without including race, religion, gender, age, and all factors that can influence biased decisions.
When the candidate enters the interview stage, your job is to hone your soft skills. During the course of the interview, there is a possibility that you will lose focus and be provoked to follow the topics discussed so that the interview is not conducive. An unstructured interview can make it difficult for you to judge fairly.
Therefore, prepare yourself. Before conducting the interview session, take your time for 15 minutes to make an interview plan. This is done so that the interview is more structured. You can ask each candidate the same clear questions. The answers provided also allow you to judge the candidate more fairly.
You can always ask others for help. Consider including panelists in each interview session. Forming a panel that includes diversity, such as gender, ethnicity, socioeconomic background and age can help you avoid bias. Panelists will provide opinions so that perspectives will be broader and decisions are taken more precisely.
Bias in the recruitment process is difficult to avoid. However, you can reduce this by creating a structured recruitment process. Increase the insights and perspectives of the recruitment team to help with fair decision making.
