7 Practical Ways to Reduce Bias in Your Hiring Process - 0 views
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Research shows that unstructured interviews — which lack defined questions and whereby a candidate’s experience and expertise are meant to unfold organically through conversation — are “often unreliable for predicting job success,
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Bohnet suggests using an interview scorecard that grades candidates’ responses to each question on a predetermined scale.
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A growing body of research suggests that diversity in the workforce results in “significant business advantages,” says Gino. She recommends that “at the end of every hiring process, leaders track how well they’ve done against the diversity goals they set out to achieve.”
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Experiment with the wording of job listings by removing adjectives closely associated with a particular gender. Ask candidates to take a work sample test — it’s useful in comparing applicants and it’s an effective predictor of future job performance.
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Instead, standardize the interviews process by asking candidates the same set of defined questions. Allow surface demographic characteristics to play into your resume review. Use a software program that blinds that information and ensures a level playing field.
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Unconscious biases have a critical and “problematic” effect on our judgment, says Francesca Gino, professor at Harvard Business School. “They cause us to make decisions in favor of one person or group to the detriment of others.” In the workplace, this “can stymie diversity, recruiting, promotion, and retention efforts.”
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When it comes to biases and hiring, managers need to “think broadly about ways to simplify and standardize the process,”
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“Even subtle word choices can have a strong impact on the application pool,” says Gino. Research shows that masculine language, including adjectives like “competitive” and “determined,” results in women “perceiving that they would not belong in the work environment.”
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A blind, systematic process for reviewing applications and resumes “will help you improve your chances of including the most relevant candidates in your interview pool, including uncovering some hidden gems,