To hire without bias is about giving everyone a fair chance. It’s not about lowering your standards or lowering the bar. Instead, it’s an opportunity to bring new ideas and viewpoints into your organization that you might have missed otherwise.
Clarify your company’s values.
Clarifying your company’s values is critical in hiring without bias. The first step is to define these values— anything from “collaborative and inclusive” to “customer service-oriented.” Once you have a set of values, make sure all employees know them. If you don’t know what they are, ask the people who work for you. If there aren’t written down somewhere, write down a few and use them as a guide when making hiring decisions.
Allow candidates to apply without adding personal information.
If you ask for a candidate’s name, address, phone number and email when they apply, you will get an unconscious bias.
You can avoid that by clarifying that personal information is optional when applying online. You should also ensure that your hiring team doesn’t have access to this information until after they’ve had a chance to review the candidate’s application materials without bias.
Ask all candidates the same questions.
To avoid bias, ask all candidates the same questions. This will help ensure that you’re evaluating each candidate on their merits and not based on factors that aren’t relevant to the job.
Keep in mind that some questions may be illegal or discriminatory. For example, do not ask a woman when she plans to have children because this could constitute discrimination against women with families or those who don’t intend to have children.
Similarly, don’t ask applicants about any disabilities they may have as it would be considered discriminatory under federal law.
Finally, make sure your questions are relevant to the position being applied for; asking about hobbies isn’t going to tell you much about whether someone would make a good chef or waiter but asking if they like cooking might help you decide if they fit in well with your kitchen culture
Write down your thoughts before reviewing a candidate’s materials.
When you’re reviewing candidate materials, it’s important to make sure that you keep bias out of the process. To do this, write down your thoughts before reviewing a candidate’s materials.
This will allow you to think more rationally about whether he or she is the right fit for your company and it will also give you time to reflect on how they might interact with other employees.
Review their work before their name.
One of the most common ways bias gets into hiring decisions is via resumes. Many people find it difficult to resist drawing conclusions about a candidate based on their name, gender and race.
When reviewing resumes, we recommend focusing on skills and past work experience instead of names or photos. Don’t ask for references or recommendations either (as they might be biased too).
Our advice: keep it simple!
Give everyone a fair chance.
It’s easy for hiring managers to let their personal biases influence their decision-making. But your goal is to hire the most qualified candidates, so you need to ensure you are not letting your own biases influence your decision.
For example, don’t let a candidate’s background or gender influence whether or not they get an interview opportunity.
Use a fair process and ensure everyone gets a chance at every step of the hiring process. Use blind résumés if you feel as though there may be bias in this area; otherwise, consider other options such as group interviews or blind resumes with photos removed (if applicable).
Be open to new ideas and perspectives when interviewing candidates; this will help ensure that there isn’t bias creeping into your interview process.
Track results over time.
You can use this information to track your hiring decisions, spot patterns and trends, and adjust as needed.
- For example, if you see women being hired at a lower rate than men, you may want to consider whether your recruiting practices need an overhaul.
- Or maybe you’ll find that one particular candidate keeps getting hired despite having a history of poor performance. This could indicate unconscious bias in how people evaluate this person’s work product—or maybe it’s just his nice personality! Either way, it might be worth looking at the specific criteria used when determining who will get hired for the position.
Hiring for diversity means that you can accept new ideas and viewpoints that you might have missed otherwise.
Hiring for diversity means that you can accept new ideas and viewpoints that you might have missed otherwise. Diversity is important because it helps you to see things from a different perspective. It is important to hire people with different skills and experiences so that your team is stronger as a whole.
When hiring for diversity, don’t just look at the person’s previous experience but also consider their personality traits and interests outside of the workplace. You might find someone with excellent business skills but would rather spend his free time volunteering at an animal shelter or cooking delicious meals in his spare time! These great qualities will help round out your work environment by bringing new perspectives into the mix!
When interviewing potential candidates, make sure there isn’t any bias in your questions or language used when talking about past experiences; this shows respect for all applicants regardless of race/religion/etcetera, demonstrating how inclusive our company is! This will also show prospective employees what kind of environment they may expect from us once hired, which gives them something positive about working here without even trying yet .”
Diversity is a good thing. It makes our companies stronger and more innovative. But we can’t just hire diverse people by saying that diversity is important and hoping for the best. We must be proactive about it, treating everyone in our hiring process with respect and giving them a fair chance at success.