Addressing Unconscious Bias During the Hiring Process

Unconscious bias is a big problem for recruiters. The issue can inadvertently cause companies to miss out on opportunities to add talent. Plus, it can hamper a company’s ability to create a culture where inclusion, diversity, and equality reign supreme.

A clear understanding of unconscious bias is paramount. Now, let’s answer some of the biggest questions about this issue and how to address it.

What Is Unconscious Bias Exactly?

Unconscious bias refers to mental processes that cause people to reinforce stereotypes without realizing it. To understand how it works, let’s consider an example.

A recruiter may review the resumes of two job candidates. The recruiter may discover that both candidates have exceptional skills and experience. However, the recruiter may ultimately decide to move forward with one candidate due to their “cultural fit.”

Cultural fit is important during a talent search. Yet, cultural fit should not be a deciding factor in whether a candidate is the best choice for a company. Rather, a recruiter should weigh cultural fit in combination with other factors. This ensures a recruiter can identify the ideal candidate for a role, regardless of whether an individual fits a company’s culture.

Of course, unconscious bias can creep into other areas of a business. This bias can contribute to a lack of diversity across a company. It can also have a negative impact on a company’s ability to recruit and retain top talent going forward.

What Are the Best Ways to Deal with Unconscious Bias?

If you are worried about unconscious bias when you hire talent, you are not alone. Fortunately, there are several things you can do to address this issue.

First, examine your job descriptions. Use inclusive language to ensure your job descriptions resonate with a broad range of job candidates.

In addition, standardize your hiring process. Give job candidates details about what to expect when they interview with your company and move through this process. Keep the lines of communication open with candidates during this process as well. That way, you can address candidates’ concerns and questions and help them make the most of the hiring experience.

Consider employees’ perspectives relating to unconscious bias, too. You can conduct surveys and questionnaires to explore how employees feel about your business’ commitment to promoting inclusion, diversity, and equality across your workforce. Then, you can use employee insights to revamp your hiring process as needed.


The Bottom Line on Addressing Unconscious Bias During the Hiring Process

Unconscious bias can be problematic, but the issue can be addressed at any time. Your company can devote the time, energy, and resources to look for unconscious bias during your hiring process. Plus, you can take steps to minimize this issue now and in the future.

Lastly, if you want extra help with hiring job candidates, partner with Marquee Staffing. We’re a professional staffing agency that can streamline your talent search. Our professional recruiters also make it easy to connect with the best job candidates in Orange Co