How Bias-Free Hiring Makes A Big Difference

All individuals have unique talents. The aim of the recruitment process is to see if the company can get the best, and to see if the candidate will fit the role on offer through a series of tests and interviews.

Every company has a different process of hiring people. But nobody has figured out the best and most bias-free method yet. There seems to be some form of bias in almost all places. Companies often miss out on a great candidate due to their lack of skills that are actually irrelevant to the work itself.

Consider the example of coders. They might not have the communication skills required for the interview, but might be experts in coding. The point here is that, even in the job description, communication skills are irrelevant, or insignificant at least.

The more serious issue, though, is bias that comes about by way of unfair discrimination.

Where Is The Bias?

This issue came to light after a lack of diversity was identified in multinational companies.

The industry continues to hire the same type of people over and over again. However, significant business advantages can be seen by increasing diversity. Discrimination on the basis of gender, religion, race, and age is a common issue that is seen in the workplace.

This bias is uncalled for when candidates are equally qualified for the role. There is a huge bias observed in the number of women candidates in companies. A mere 20.4 % of women occupy the workforce today. With the increase in the number of women in diverse fields, there will definitely be a rise in the number. All that is needed is the opportunity.

Ways To Have A Bias-Free Recruitment

This gap can be reduced by designing a bias-free hiring process. It was shown that more diversity tends to benefit the growth of the company in the long run. At the same time, diversity ensures that the job will go to those who truly deserve it.

This is not an easy feat to accomplish. It requires time, patience and a complete understanding of what the job will entail. Once that is done, you can narrow down on what exactly you are looking for in a candidate.

Have A Clear Job Description

Before the applications roll in, an objective list of the skills that are expected of the candidate must be mentioned. By briefing them clearly, you will get a pool of candidates that are more likely suitable for the job. On doing so, a lot of time and energy can be saved.

Have A Standard Process

Employees of the same level should be put through the same hiring process. Only then can you judge their caliber. This is one way all sorts of bias can be avoided. Having a common cut-off for tests will ensure that they are all worthy and capable of excelling at the job in question.

Give Everyone A Fair Shot

All candidates need not possess the same set of skills. While interviewing them, give each person a fair shot at the job. If you find that they have a different set of skills and the motivation to learn, then they might even excel if given a chance.

Use Gender-Neutral Language

Through the entire process, you need to ensure that the candidates feel like they all are being given an equal opportunity  . Have you stereotyped the gender in the job description itself? Applicants notice every minor detail. The company needs to be clear that there is no lack of opportunity on the basis of gender, ethnicity or age.

A more diverse pool of employees will widen the string of ideas and thoughts put into projects. Hence a bias-free hiring process is the right way to go about it.