Tips and strategies for identifying and preventing unconscious bias in recruitment

Organizations strive to remove all forms of discrimination from their hiring practices. To mitigate risks, recruiters undergo training and acquire qualifications in communication and handling various challenges within the recruitment process. Simultaneously, companies endeavor to attract candidates from diverse backgrounds, such as hosting career fairs specifically designed for women.

What occurs if unconscious bias interferes when a recruiter is making a final decision? Is it possible that your decisions are biased without you noticing this?

The seasoned recruiters at DevelopmentPeople, supported by research, are confident in this belief. Both studies and recruiters' experiences indicate that the human mind tends to form conclusions before we're even aware of it. While we like to think that our actions are directed by reason-based judgment, our decisions are frequently swayed by unconscious brain activity.

See also: Best steps to recruit and select employees and avoid discrimination

At DevelopmentPeople, a service offering talent acquisition support for positions in the international humanitarian and development aid sectors, we have chosen to clarify what unconscious bias is and how to prevent it.

What is unconscious bias in recruitment?

Unconscious bias in recruitment happens when recruiters develop an opinion about a candidate solely based on their initial impression. Favoritism towards certain candidates due to "culture fit" is a typical instance of unconscious bias.

Resumes might be unintentionally selected because a recruiter prefers one name over another or shares the same alma mater, for example. It is astonishing how much a candidate's name, place of birth, or photo on their resume can influence a recruiter's choice.

There are numerous unconscious biases, though some are more prevalent than others. These include:

• Affinity bias – favoring a candidate because you share similar backgrounds, interests, and/or beliefs

  
  

• Social bias – stereotyping based on cultural backgrounds, religion, gender, sexuality, etc.

  
  

• Halo effect – considering appearances (i.e., thinking a beautiful person is likely to be kind as well)

  
  

• Confirmation bias – making an initial judgment and then focusing on things that will support this

  
  

• Anchoring bias – giving too much attention to a single piece of information.

How to avoid unconscious bias

A recruiter can continually refine their strategies to eliminate or significantly reduce unconscious bias. Here are some ways to do this.

Employ blind recruitment

Before deciding to interview the candidate, ensure that their name, age, gender, and race/ethnicity are omitted from the application. Hiring managers and recruiters can utilize different types of blind hiring software to accomplish this.

Interesting fact: In 1952, symphony orchestras implemented blind hiring by having musicians audition behind a screen. This approach led to an increase in the number of women accepted into orchestras. Subsequent research revealed that blind auditions boosted a woman's likelihood of being accepted by 50%.

Use multiple job advertisement platforms

If you post your job vacancy on just one social network, your applicants will likely be from that specific platform. To broaden your pool of potential candidates, consider advertising open positions in multiple locations, such as job boards and various social media platforms, as different age groups or people with specific interests tend to favor different social media sites.

Employ a diverse group of interview panelists

Evaluate individuals from various backgrounds, experience levels, and age groups. A diverse panel will assist in identifying and preventing unconscious bias by allowing you to recognize it early and avoid it.

Emphasize potential, avoid any assumptions

It's crucial to focus more on the candidate's potential instead of their past job titles. This means evaluating the individual's skills that will be beneficial for the future role. However, if the role demands expertise in a particular area, this must be taken into account.

Never make assumptions – inquire and seek clarity. For example, you might believe that a younger applicant is more knowledgeable about technology than an older individual, but this could be incorrect. Pose questions to gather information.

Stick to the plan

To effectively evaluate candidates, ensure you ask them the same questions in the same sequence. Additionally, ensure the questions are relevant to the role. Avoid skipping any questions, even if you think you anticipate the candidate's response.

For a more effective comparison of candidates, consider using a numerical scale. For instance, you could use a 1 to 5 rating system:

1. No experience

2. Limited experience

3. Standard experience

4. Rich experience

5. Exceptional experience

Unconscious bias in recruitment not only hinders workplace equity but also obstructs the full utilization of a diverse talent pool. DevelopmentPeople offers comprehensive recruitment solutions, enabling organizations in the international development sector to access top-tier professionals while avoiding the typical challenges of unconscious bias.

With DevelopmentPeople, organizations can fill positions with professionals who will drive positive change. Contact DevelopmentPeople to strengthen your organization’s commitment to impactful global development.

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