Your company wants a workforce built on diversity and inclusion. But, despite your best efforts, ageism, racism, sexism, and other biases may inadvertently come into play during the hiring process.
Research indicates hiring bias can be a problem for many employers. If you understand the dangers associated with hiring bias, you can identify and mitigate this issue before it prevents you from hiring top talent across your organization.
Now, let’s look at 10 ways to reduce hiring bias.
1. Standardize the Hiring Process
Use a standard process to identify and vet job candidates. The process should make it easy for your organization to determine who can fill specific roles in your organization based on their skills and experience.
2. Revamp Your Job Descriptions
Ensure each job description clearly defines what you expect from an applicant. Incorporate terms and phrases that explain what an applicant who fills this role will need to contribute to your organization on a day-to-day basis.
3. Provide a Salary Range
Be transparent about a role’s salary range in your job description. This can help reduce the risk of an unconscious bias if you enter into salary negotiations with a job candidate.
4. Avoid Asking for Salary History
Do not ask for a job candidate’s salary history. Several states have passed that make it illegal to request a candidate’s salary history, and you should avoid doing so to eliminate a potential salary bias.
5. Use a Blind Resume Review
If possible, use software that allows you to remove a job candidate’s name and other personal information from their resume. This software enables you to conduct a blind resume review, so their credentials can be assessed without bias.
6. Require a Test
Ask a job candidate to complete a test, so you can analyze their ability to complete various everyday tasks associated with a particular role. The test enables you to get a good idea about whether a candidate can perform well in this role.
7. Streamline the Interview Process
Ask the same questions to each candidate during their initial interview. If a candidate appears to be a good fit for a role with your organization, you can conduct additional interviews to further analyze their skills and experience.
8. Use a Hiring Panel
Include several team members in your hiring process. This allows you to collect insights from multiple team members who can explain whether they believe a candidate is the right fit for a role with your organization.
9. Establish Diversity Goals
Create goals that promote diversity across your workforce. Then, track your progress toward achieving these goals following each hiring decision.
10. Request Feedback
Gather feedback from job candidates following the hiring process. Conduct surveys and other assessments regarding the hiring process, so you can understand candidates’ perspectives and use their insights to find ways to reduce hiring bias.
Need Help Finding Top Talent? Ascend Staffing Can Assist You
At Ascend Staffing, we can help you find top talent, so you can build a diverse, inclusive workforce. To learn more, please contact us today.