Managers need to rethink about ways to simplify and standardize the hiring process. To begin with, one must understand what hiring biases are and how they work. Awareness training can help employers recognize and acknowledge unconscious bias. This should further help spark conversations on steps the company as a whole can take to uproot the bias in their hiring process.
Job listings play a critical role in recruiting talent and lay the first impression of a company’s culture. Certain word choices can have a strong impact on the application process. According to a research, masculine language, including words like ‘determined’ and ‘competitive,’ results in women perceiving that they do not belong in the work environment. On the other hand, words like ‘collaborative’ and ‘cooperative,’ tend to draw more women than men. Developer programs highlight stereotypically gendered words. You can either remove such words and replace with something more neutral. You may try to maintain a balance by using the same number of gendered verbs. Your ultimate goal is to explore how certain adjectives affect your applicant.
Next, you should strive to level the playing field by ensuring your candidate’s specific qualifications and skills are not simply demographic characteristics. Blind the process for reviewing applications and resumes to improve the chances of recruiting the most relevant candidate in to the spot.
Take work sample tests to mimic the tasks the candidate will be required to do when hired. This is one of the best indicators of future job performance. Ask candidates to solve work-related problems or participate in a skill test. A skill test is one of the best indicators of the quality of a candidate’s work versus unconsciously judging them based on appearance, gender, age and personality.