Guidelines to reduce recruitment bias in your recruitment process
You may not realise it, but your recruitment process may be biased. This can lead to limited diversity within a company which creates a work environment with lower levels of innovation and creativity. It may also lose customers as your brand will not be relatable to a large demographic. Here are a few guidelines to reduce recruitment bias in your recruitment process:
Analyse your biases
As much as we don’t like to admit it, we each have our own biases. If you make the final decision in the interview process, you need to analyse your biases. Analyse yourself by thinking about your personal biases and making a conscious decision to work on them in order to avoid hiring people for the wrong reasons.
Reword job descriptions
The wording of the job description has a large impact on the type of people that will apply for the position. Certain wording resonates more with male candidates and can deter female candidates from applying for the position. It is advised that businesses use wording that is neutral for the description to be equally attractive to male and female candidates.
Blindly review CV’s
To blindly review a CV is to review the skills, personality profile, qualifications, experience and other information without looking at the personal information regarding the age, gender, name and picture of the individual. This will reduce the chance of biases getting in the way of choosing applicants for the interview process.
Keep interview questions standard
Do not change the questions that you ask during the interview process. Standardized questions will help you through the hiring process as you will be able to choose the candidate that has answered questions in the most suitable way for the position.