The HR Digest - - Recruitment Point -

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.

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