Humans are all subject to inclinations or opinions for or against someone or something, which is called bias. These biases can be conscious or operate on a conscious or unconscious level.
However, as recruiters, if we don’t investigate our prejudices and assumptions, they can interfere in the hiring process, as reported in a survey conducted by Unique in 2020.
Accordingly to a study with 1,130 Dutch workers, 25% of job seekers with an ethnically diverse background suffered rejection in the Dutch job market due to age, gender or ethnicity. These forms of discrimination are forbidden under Dutch law and others.
In this blog post, you will learn what strategies your organization can adopt to fight biases and the benefits of bias-free recruitment.
The advantages of a bias-free hiring process for an organization
Did you know that implementing a bias-free hiring process can benefit an organization’s growth?
Adopting bias-free recruitment ensures that all candidates are assessed similarly and based on the same criteria. The recruiters or hiring managers will consider their qualities, education and skills rather than external factors such as appearance or background.
Consequently, candidates who are a proper fit with the company will be selected, contributing to a longer tenure. It is all about finding the right people for your organization!
Additionally, this practice enables the recruitment of individuals from different backgrounds who can contribute with their unique experiences to a more diverse and inclusive workforce.
Recommendations to make your hiring process equal and bias-free
Designing a bias-free recruitment process doesn’t have to be lengthy and challenging. Your team and organization can take a few steps to get started.
1. Team up with the DEI specialists. Does your organization have a DEI (Diversity, Equity and Inclusion) board? If so, ask for advice to improve or establish a bias-free hiring process.
2. Write inclusive job descriptions. Review the text to ensure the content doesn’t discourage any specific group from applying.
3. Educate your team. All recruiters and hiring managers must have a similar approach when accessing a potential candidate to enable a more inclusive culture. Conducting workshops and role-playing exercises can help your team recognize unconscious biases.
4. Design standard interviews. It is essential to ask the same questions during the hiring process to ensure equal evaluation of all candidates.
5. Make data-driven decisions. When choosing the final candidates, consider evidence rather than subjective perceptions. Consider adding personality or abilities tests to assess a candidate’s aptitudes that are relevant to the position.
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If your organization is not ready to create a bias-free hiring process internally, consider hiring an experienced partner like Smelt. As a recruitment agency with over 30 years of experience in the life sciences industry, Smelt ensures an ethical hiring process based on evidence.
Contact Smelt to understand what we can do for your organization!