According to Horace McCormick, Program Director of UNC Executive Development at the University of North Carolina Kenan-Flagler Business School, unconscious biases are a fact of life. Everyone harbors them—and takes them into the workplace. Unconscious biases in the workplace can stymie diversity, recruiting and retention efforts, and unknowingly shape an organization’s culture. Unconscious bias can skew talent and performance reviews. It affects who gets hired, promoted, and developed— and this unwittingly undermines an organization’s culture.
It is no secret that organizations and businesses often rely heavily on the proficiency of their respective human resources departments to execute critical hiring decisions. Selecting suitable candidates from a sea of applicants to take up a position in a company can be challenging, to say the least. That being said, there are undoubtedly key factors that determine the hiring process. The business and its HR department should comprehend and appreciate the same values and considerations to ensure that the new recruits meet the requisite qualifications, are able to uphold performance standards, and equipped to adapt to the company culturally. Recruitment is of