How to Remove Bias From Your Recruitment Process

Very few of us in this world would want to admit to being biased. And for most of us, we don’t choose to be biased. That’s why it’s referred to as unconscious bias. It’s when we naturally lean into those who are similar to us.

And this goes way beyond age, gender, race etc. For example, it could be as discreet as preferring someone who grew up in the same town as you. Just because you can’t see or feel the bias doesn’t make it OK. Especially when it comes to recruiting – it’s important that you remove bias from your recruitment process to ensure the best people are hired for the role.

And eliminating these biases can have hugely positive benefits for your business. A recent study by McKinsey showed that culturally diverse companies are 35% more likely to outperform their competitors, while gender diverse companies are 15% more likely to do so.

What are Biases in Recruitment?

Bias can be broadly defined as “a prejudice for or against a person or group of people,” but it is important to note that bias often goes unnoticed and unquestioned.

This is because bias happens on the unconscious level, so its presence may not always be detected. Yet it’s such a big problem that it can be broken down into nine different sub-categories:

1. Affinity bias – preference for people who share similar qualities to you. 
2. Attribution bias – how you perceive people’s actions.
3. Beauty bias – preference for physically attractive people.
4. Conformity bias – preference based on the views of others.
5. Confirmation bias – preference for evidence which supports your opinions.
6. Contrast bias – comparison of candidates against one another.
7. Gender bias – preference for a gender.
8. Halo bias – focusing on a positive aspect of a candidate.
9. Horn bias – focusing on a negative aspect of a candidate.

And a variety of factors can lead to bias in recruitment, such as:

• The way that an employer recruits candidates (e.g., by using job boards)
• How an employer screens candidates (e.g., by using psychometric tests)
• The way that an employer hires candidates (e.g., by hiring off a “hunch” or “gut feeling”)
• The way that an employer promotes employees (e.g., by promoting a specific group over others)

How to Identify and Actively Remove Bias from Your Recruitment Process

Biases are a part of any recruitment process. However, it is essential to recognise them and actively remove them from the process to ensure that you are hiring the best candidate for the job.

Be self-aware and empower your recruitment teams to be the same

This isn’t easy for many of us, but it’s time to look in the mirror and uncover any biases you may hold. Did you grow up being told people from a particular area were better or worse than others? This may be a deep-seated bias now. Or, how do you honestly feel about traditional gender norms? Do you feel that males are naturally better leaders?

And this is work your recruitment team needs to do for themselves. It’s not about beating yourself up if these biases come up for you. Many of us have deep-rooted beliefs from childhood; however, being aware of them is the first step to overcoming them.

Check your job descriptions

Did you know that over 25,000 “problem phrases” can cause a gender bias alone? How crazy is that?

Words such as “rockstar” actually put females off applying, whereas phrases such as “energetic” can imply that a young person is preferred. Even the word “outgoing” can stop those who consider themselves more introverted from making an application.

So look through your job descriptions and address any potential phrases that may be attracting or repelling a specific person or group of people.

Depending on your recruitment budget, software can do this for you quickly and easily.

Look at how you shortlist CVs

It’s no secret that there can be hundreds of applications for one job, and being able to scan CVs quickly is essential for productivity; however, do you have a cold, hard, data-driven “scorecard” for what you’re looking for in a CV?

If not, create one. It may be a bit more work upfront, but it is one of the quickest ways to remove any unconscious bias in the screening stage.

Consider a script during the interview process

I’m sure many of us have been in interviews, as either interviewer or interviewee, and been in a position where we have found common ground. It can be a lovely feeling whichever side of the table you’re sitting on as you both quickly relax, and the conversation can flow a little better. Still, as heart-warming as this may be, it is a sure-fire way to add that unconscious bias into the process.

Of course, you are more likely to positively remember someone you hit it off with.

So, consider creating a script for the interviews ahead of time and try to stick to it. You could even use an interview panel (as long as it’s a diverse one). That way, if you do happen to forge a personal connection with a candidate, the chances are that the other panellists will still maintain an unbiased opinion.

Use skill tests rather than psychometric testing

Psychometric testing has its place in some recruitment processes, but the general consensus in the modern recruitment world is that it can cause more bias than it removes.

So, if you want to do some type of testing, create your own work tests relevant to the role and use competency-based questions so candidates can demonstrate their suitability for the position.

How to Create a Diverse Job Pool for Recruiters

Recruiters are always looking for the best candidate to fill an open position. To do so, they need to have a diverse pool of applicants to choose from. 

Here are just some of the ways to create a diverse job pool for recruiters:

• Create a company culture that attracts diverse employees and candidates.
• Develop relationships with local colleges and universities.
• Hold networking events with different organisations.
• Create partnerships with minority associations in the community.

For more tips on attracting more diverse candidates, check out our recent blog post.

Conclusion

Now, it’s naïve to think unconscious bias can be removed entirely, but being aware of it removes a lot of its power.

So, the most important thing is to be aware of your own beliefs and follow these guidelines as realistically as possible. It’s about striking a balance that gives candidates the best experience and opportunities.

If you need support with your hiring process, why not speak to our expert team today.