17 Ways to Reduce Hiring Bias
Irvin Cobb once said, “Good motives butter no parsnips, and hell is paved with buttered parsnips.” The quote makes me think of diversity efforts. Companies mean well but often fall short of their diversity goals. Recruiters report they can’t find diverse candidates to interview. Unconscious biases are the reason why. For diversity efforts to succeed, hiring teams need to recognize and reduce hiring bias.
This article will show you how to tackle unconscious bias in hiring practices.
- Remove bias in job descriptions
- Tap new sources for talent
- Restructure your referral system
- Reduce hiring bias with AI
- Combine structured and unstructured interviews
- Ask better interview questions
- Several interviews & interviewers
- Find better predictors
- Deploy skills assessments
- Create weighted evaluations
- Consider equitable hiring practices
- Provide a salary range
- Don’t ask for salary history
- Institute fair chance practices
- Use diversity panels
- Try blind hiring
- Bias in hiring training
What is Hiring Bias?
Hiring bias occurs when unconscious bias affects the hiring process. Unconscious biases affect our judgment in problematic ways. They can cause hiring teams to make irrational decisions.
Recruiting leaders need to be intentional about finding ways to reduce hiring bias. Hiring bias hurts your recruiting efforts, prevents workplace diversity, and dampens retention efforts.Implement these 17 tips from @MyaSystems to decrease your unconscious bias and improve #diversity in your office: Click To Tweet
Where can hiring bias enter your hiring process?
Bias can enter your hiring process through your hiring team. Hiring bias against appearance, gender, race, or other discriminatory factors such as socioeconomic or educational background is often expressed unconsciously.
Hiring teams have no idea they are using it to evaluate candidates.
Information, processes, and technology can also create opportunities for hiring bias. For example, something as simple as giving a hiring team access to a candidate’s name too soon can create an opening for bias.
Without the proper processes, hiring predictors like GPA can also become anchors for unconscious bias. Finally, recruiting technology can cause unintentional bias too.
3 Benefits of Reducing Hiring Bias
- Diverse companies perform better and grow faster. McKinsey studied 366 public companies and found those in the top quartile for ethnic and gender diversity were more likely to have financial returns above the industry mean.
- Diverse teams are smarter and more innovative. Nearly half the revenue of companies with more diverse teams is generated through innovation. At less diverse companies, innovation only contributes to 25% of revenue.
- Diversity makes recruiting easier. 2/3rds of job seekers use diversity to evaluate companies and job offers. Millennials also value workplace diversity strongly. They are the majority in the US workforce and the most diverse generation in U.S. history
1. Remove biased language from job descriptions
Carefully examine your writing. You may have language that is gender-biased in your job descriptions. For example, everyday words like “guys” are acceptable in speech. However, using the word “guys” in writing creates bias in job descriptions.
Biased language has serious effects on diversity. In fact, Daniel Gaucher’s research showed that gendered language in job descriptions prevents women from applying. The solution here is easy. Use some simple tools to prevent and reduce gender bias.
2. Tap new sources for talent
The affinity bias makes us like people who we perceive as similar to us. Affinity bias can easily sneak into recruitment & sourcing efforts. A diverse company starts with a diverse talent pipeline.
Source more intentionally. Widen the lens through which you seek out talent.
Try sourcing from universities you haven’t looked at in the past. For example, as part of its intentional diversity program, Google partners with HBCU’s.
3. Restructure your referral system
More than a third of U.S workers are hired through a referral. Referrals are great. They convert to hires faster. They perform better. They retain longer. The drawback? They’re very susceptible to unconscious bias.
Typical referral programs produce typical results (good and bad). Diverse candidates are much less likely to come in through a referral program. Counter bias in hiring by restructuring your referral program to reward diverse referral candidates.
4. Reduce hiring bias with AI for recruiting
You can use recruiting AI to run an AI pre-screen where it asks objective qualifying questions directly related to a specific job role.
L’Oreal deployed AI in recruiting to prescreen 12,000 applicants for 80 internship positions. The result? L’Oreal hired their most diverse intern group to date and saved 200 recruiting hours.
Recruiting AI can be a great tool to reduce bias in the hiring process. Conversational AI for recruiting can free your recruiters to engage candidates in more meaningful ways. With more time, hiring teams can do more to prevent bias and improve diversity.
5. Combine structured and unstructured interviews
Unconscious bias can happen during interviewing as well. You can reduce it by being more intentional about how you design your interview process. In structured interviews, every candidate is asked the same questions. Unstructured interviews feel more personal and are left up to the discretion of the interviewer.
If an interview is too structured it hurts the candidate experience. Too unstructured? Likeability bias enters the frame. This bias causes us to hire people we’d feel comfortable spending time with.
Try combining these concepts together. Have each interviewer ask a certain amount of pre-planned questions. Then alot a set time for unstructured discussion as well.
This way you balance consistency and candidate experience.
6. Ask better interview questions
Thinking carefully about the questions you ask is critical to removing bias from interviews. Here’s an example.
When we think about ourselves, we attribute our achievements to our merit and personality. We attribute our failings to external factors.
But when we think about others, we do the opposite. We think their achievements are due to luck. We think their failings are caused by their behavior. This duality is called attribution bias. If you don’t ask the right interview questions, you won’t understand the reasons behind a candidate’s wins and losses.
Asking behavioral interview questions is a great way to reduce attribution bias in your hiring process.
7. Several interviewers and several interviews
Your first impression of someone colors all of your following impressions of the person. Doesn’t sound so bad right? The problem is we form a first impression within the first 15 seconds of meeting someone. Far too quickly to really know a candidate.
Then the primacy effect kicks in. It’s a hiring bias that makes our first impression carry more weight than subsequent interactions.
Have your candidate interview with a few different people one at a time over a few interviews This creates more chances for the candidate to make an impression on different people. Multiple interviewers and interviews reduce the primacy effect bias in hiring.
8. Find better predictors of performance
Often times we unknowingly attribute meaning to meaningless predictors. Like GPA for example. It’s been proven that GPA is not a strong predictor of career excellence. Yet, many hiring teams still use it as an anchor.
In anchoring bias, an irrelevant reference point influences our decision making because it is among the first pieces of information received. Before recruiters meet with candidates they scan resumes. Eye-tracking studies show recruiters spend 7 seconds per resume, and 80% of their time is spent on name, academic info, and the previous title.
Its likely GPA is being used as an anchor by your recruiters and is influencing their decision making. How can you prevent this?
Suppress information from the recruiting process that hasn’t been proven to be a strong predictor of job performance.
9. Deploy skills assessments to fight unconscious bias
Skill assessments help hiring teams to evaluate job candidates. They can add another quantitative measure for your hiring team to consider. Using skills assessments can help hiring teams focus on more job-relevant criteria about candidates.
Skills assessments can create fairer evaluations of candidates and reduce the effects of hiring bias.
10. Create weighted evaluations
The halo effect is a type of unconscious bias that makes us judge someone as fundamentally good based on a single good quality. For example, a recruiter could be interviewing a candidate who was a pleasant conversationalist. The halo effect could make that recruiter overwhelmingly perceive that candidate as better than others.
The Halo effect is tricky. Part of good interviewing is making a subjective assessment of a candidate. Try pairing rating scales to your most important behavioral interview questions. Combining quantified and qualified assessments will help prevent the halo effect bias from affecting your hiring.What are you actively doing to combat your #HiringBias? Take a peek at @MyaSystems 17 tips to proactively tackle unconscious bias in hiring practices. Click To Tweet
11. Consider equitable hiring practices
Equitable hiring practices involve providing salary transparency, not inquiring about salary history, and instituting fair chance practices. Providing salary transparency reduces the effect of gender and racial bias in negotiations. Not asking for salary history helps women, people of color, and people with disabilities close the wage gap. Finally, fair chance practices give a fair shake to candidates with criminal histories.
12. Provide a salary range
Applying the concept of transparency in the workplace to your recruiting strategy is a powerful and underused tool. 2/3rds of job seekers say that seeing a listed salary range in job descriptions is very important. Candidates want to see this information.
Providing it reduces the likelihood that hiring teams will have unconscious bias impact the hiring process during salary negotiations. In salary negotiations, women and minorities can fall victim to gender bias, racial bias, and other types of unconscious bias.
13. Don’t ask for salary history
While progress has been made, unconscious gender bias still creates pay inequity to this day. Asking for salary history furthers this. It can turn a salary that was potentially a result of gender bias into an anchoring bias.
Many states in the US have passed laws making it unlawful to ask about salary history.
Not asking for past salary history reduces gender bias and reduces anchoring bias in your hiring process.
14. Institute fair chance practices
More than 1 in 4 adults in America have a criminal record. Candidates with any criminal record, even minor nonviolent offenses like a misdemeanor conviction, are 50% less likely to get a callback than a similar candidate with a clean background.
Criminal records can make a strong first impression. Knowing about them too soon invokes the primacy effect.
By inquiring about criminal history later in the hiring process, you give candidates with criminal records a fair shake at being considered for their skills and ability.
15. Use diversity panels
Affinity bias makes us favor people who we feel a connection or similarity to. Look for it the next time you meet someone.
If they went to the same college as you, don’t you suddenly like them a little bit more?
Prevent affinity bias by having multiple people from varied backgrounds interact with candidates during the interview stage.
Intel uses diversity panels to reduce unconscious bias. Each hiring panel is required to have 2 women and underrepresented minorities. Panels are easy to put together and powerful tools. Intel improved diversity by 15% in just 2 years.
16. Try blind hiring to reduce hiring bias
Simple information like knowing a candidate’s first and last name can trigger unconscious bias in hiring teams. Recent research shows that applicants with foreign-sounding names were 28% less likely to get a callback.
This happened even though they had an identical country of birth, similar educational backgrounds, and work histories as anglo named applicants.
A small hiring team at a museum experimented with blind hiring. They replaced names with numbers on resumes. They found they invited more diverse candidates to their interviews as a result.
Processes to prevent bias don’t have to be complex to be effective.
Another way to use blind hiring is to use conversational AI to pre-screen candidates. Using recruiting AI for blind hiring has been proven to improve diversity.
17. Get bias in hiring training
At any moment, our brains are receiving 11 million pieces of information.
We can only process 40 items consciously.
When it comes to building awareness of unconscious bias, I’m sure your recruiting team’s brains would welcome some help!
Look to a diversity and bias training organization like Paradigm. They have several offerings for diversity and bias training including events, team training, and online training.
Keep learning & taking action to make a better world of work for all
We’ve got some great free resources for you to teach you more about unconscious bias and diversity in hiring. I’ve got content ready for you with info about tools to prevent bias, information about diversity panels, and research on gender bias.
Keep reading, educating yourself about bias, and continue to be intentional about diversity.
Together, we can all do our part to create a better world of work for all.