Eliminating Unconscious Bias in the Recruiting Process
In the efforts to promote diversity, the recruiting process is one of the most vulnerable functions to be riddled with biases, including unconscious biases. Research consistently shows that in two resumes with the same qualifications, the resume with a name that “seems to be a white person” is twice as likely to be contacted for an interview over a resume of someone with a name that seems to be a minority. The unconscious, or in some cases conscious, bias of the recruiter makes it hard for candidates with ethnic-sounding names to advance in the process.
Biases in the job description can occur when words are used that will discourage minorities to apply. Furthermore, when a candidate from an underrepresented group does make it to the interview process, they are less likely to get called back for a second interview even when their qualifications are equal.
The first steps to deconstructing bias in the process are easily implemented by any sized organization:
Removing the unconscious biases from the recruiting process is a must that every company should be doing to improve equity and hire a broader range of qualified candidates.