Bias in recruitment could be costing you great talent—and you might not even know it.

Here’s the truth: We all have biases. And those biases can influence how we screen candidates—even when we think we’re being objective.

The cost? You could be passing over the best talent.

Here’s how to keep bias out of your recruitment:  Awareness is the first step. Start by taking a look at your current process. Where could bias slip in?  Is it in the way you write job descriptions? The way you assess resumes?

Here’s our hot tips:

  • Standardise your interviews.

    • Structured interviews help minimise bias.
    • Ask each candidate the same questions in the same order.
    • Create a list of objective questions that directly assess the candidate’s skills, qualifications, and experience.

  • Blind resume reviews.

    • Remove names, genders, and other identifiers from resumes before you evaluate them to reduce unconscious bias and keep the focus on the candidate’s skills and experience.
    • Use data-driven hiring tools. Use tools that measure skills, aptitude, and fit. Let the objective data speak for itself. Avoid relying solely on gut feelings.

  • Diverse hiring panels.

    • The more diverse the hiring team? The less likely bias will dictate the outcome. Different perspectives lead to fairer hiring decisions.

  • Continuous education.

    • Train your team to recognise and address bias. Building awareness is crucial, but education needs to be ongoing to stay effective.

The best candidates don’t always fit your preconceived notions. We hope these tips will help you build a recruitment process that’s fair, inclusive, and focused on what really matters—finding the best talent.

Reach out to chat more about how we can help you with the recruitment process.