There are several ways to reduce bias in hiring and recruiting:
- Use structured interview questions: This will help ensure that candidates are being evaluated on their qualifications and skills, rather than on personal characteristics.
- Use assessment tools: These can include aptitude tests, skills tests, and work sample tests, which can provide objective data on a candidate's qualifications and abilities.
- Establish a diverse recruitment pipeline: This can be achieved by reaching out to underrepresented groups and networking with organizations that support diversity and inclusion.
- Use blind resumes: This involves removing personal information like name, address, and educational background from resumes in order to reduce bias in the initial screening process.
- Have multiple interviewers: This can help ensure that candidates are evaluated by a diverse group of people and that different perspectives are taken into account.
- Train recruiters and hiring managers on unconscious bias: This will help them recognize and counteract their own biases during the recruitment process.
- Set specific targets and measure progress: Establish goals and targets for diversity, equity, and inclusion, and track progress and make adjustments as necessary.
- Use technology to automate some of the recruitment process: Platforms that use AI, machine learning, and natural language processing can help to reduce bias by removing human judgement from certain parts of the recruitment process.
- Encourage diversity in the recruitment team: Having a diverse team of recruiters and hiring managers can help to reduce bias by providing different perspectives and experiences.
- Involve current employees: Encourage employees to participate in recruitment and hiring process, as they can provide valuable input and help to ensure a fair and unbiased hiring process.