Strategies for Overcoming Bias in Hiring

In scaling through the workplace, we notice that bias is one unfair thing that you can see in most workplaces. It feeds off us, and companies need to state certain rules to follow, to avoid being biased in any area of work. Strategies for overcoming bias in hiring are important for the sake of a peaceful workplace that contributes to the productivity and output of employees.

Being biased in hiring is one thing that most companies observe, consciously or unconsciously. And it is also one critical aspect in the workplace that needs to be treated immediately, as it can cause a lot of damage to the company.

In this article, we will uncover how we can follow bias when it comes to hiring. This article will also help in understanding hiring bias, and how we can change to stop the harm it causes.

Let’s dive in!

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Understanding Bias in Hiring 101

First, when you hear of bias, what comes to your mind? What type of questions do you ask concerning bias, have you ever felt like you were hired because of bias? or you were rejected for not meeting up to their standards, but you’re sure your qualifications are so good enough?

One problem is that most times, we don’t know when the employers are biased. On the other hand, they might have no clue that they are biased too.

Bias is a natural human inclination that shapes our judgments and behaviours. It is the tendency to favour certain ideas, people, or groups over others in a way that is unfair or unbalanced. It is an inclination or prejudice for or against one person or group, especially in a way considered to be unfair.

Hiring Bias is when there is a personal preference during the hiring decisions, leading to an unfair picking. Bias in hiring and promotion manifests in various forms, including gender, age, race, and educational background biases.

It is very necessary that we fully understand hiring bias because we can even unconsciously bring up bias when hiring without even knowing. You see yourself giving reasons why this candidate is better than the rest, instead of looking at their capabilities.

Hiring the wrong person because of biased decisions can cause a whole lot of problems in the workplace. Let us dive into the most common hiring bias;

Types of bias in hiring

#1. Unconscious bias

This is the process where you bring up assumptions about people you want to hire without having relevant information. And this can happen without your knowledge. For instance now; You see someone walking in so confidently but because the person is well dressed, or went to the best university than the others, you think the person is the best fit, leaving you to hire someone unfit for the work.

#2. Affinity bias

This is when you hire a candidate because the person reminds you of you, or when you can relate to the person properly. It is the tendency to favour people who share similar interests with you. If you hire because you get along with the candidate well enough, it can damage your team and make it less productive, because you end up hiring someone who is not suitable for the job because of your preference. Affinity bias is one important aspect you should always look at and learn how to manage for a successful hiring process.

#3. Confirmation bias

Confirmation bias is very dangerous for many reasons. This is when you take in information that confirms your beliefs making you ignore any other beliefs that contradict your beliefs. It is one’s tendency to process, interpret, and recall information that is consistent with their existing beliefs. It can be from a good or bad side. For instance,

#4. Gender or racial bias

This is when you evaluate a candidate based on their gender, ethnicity, or race. This is one category that most companies experience. For instance, when you are conducting an interview you learn to lean more on the gender that you prefer, like the flight group that hires only ladies for their hostess work and plenty more.

Strategies for Overcoming Bias in Hiring

One of the effective ways to eliminate biases is by using blind hiring technique. This technique is when you remove identifying information like omitting their names, gender, and many more essential details that you used to term them good enough just to focus entirely on the candidate’s skills and qualifications.

Another method you can use is anonymous screening. This is where you use tools to hide their details during the early stage of screening. This allows hiring managers to make decisions based on objective criteria like education, work experience, and technical skills, rather than superficial factors that might unconsciously influence their opinions.

#2. Structured Interviewing

Implementing a structured interviewing method is one powerful strategy that can be used to reduce bias in hiring processes. A well-structured interview should be created to ensure fairness in the evaluation process. By asking the same questions to all candidates, you can compare responses and make informed decisions. This ensures that each candidate is assessed based on their ability to meet the requirements of the role or questions being asked, rather than being influenced by subjective judgments about personality or background.

Use a consistent scoring system to evaluate candidate responses based on qualifications, not guts. This approach reduces the risk of personal bias influencing the outcome and enables hiring managers to make more informed, data-driven decisions.

Source: Freepik

#3. Use data and AI tools

Tools can come in handy when combating hiring bias. AI-driven recruitment tools can analyze candidate based on their skills, experience, and qualifications without being influenced by any forms of bias. By using AI tools, companies can evaluate candidates based on their potential to succeed in the role, rather than relying on subjective opinions.

However, it is essential to monitor and adjust the AI tools being used, to prevent the introduction of new biases. AI algorithms can change, when I say it can change, it simply means that they can get used to the data they are trained to do. So, ensure that you adjust it when it seems bulky for the time being. Regularly assess and update the system to ensure it remains fair and effective in reducing bias.

#4. Diverse hiring panels

Another way to minimize bias in the hiring process is to create ‘diverse hiring panels’. When interview panels are composed of individuals from different backgrounds, perspectives, and experiences, there is a greater chance of balancing out individual biases. Diverse panels can offer varied viewpoints and challenge each other’s assumptions, leading to more equitable and inclusive hiring decisions.

Additionally, it’s important to also train interviewers on recognizing and addressing their own biases. Bias awareness training can help those involved in the hiring process understand potential blind spots and equip them with the tools to make fairer evaluations. By bringing up a culture of awareness and accountability, companies can reduce the impact of bias in recruitment.

#5. Standardized assessment

Standardized assessments, such as skill-based tests and job simulations, are another effective tool for reducing bias. These assessments allow companies to evaluate candidates based on their actual performance and ability to complete tasks relevant to the role, rather than relying on personal impressions or subjective opinions.

Here, they are given a work sample test to know their performance and how they can react to certain challenges. Asking candidates to solve work-related problems or “partake in a skill test” yields important insights into the candidate’s qualifications. Now the samples are judged based on their performance and qualifications.

Wrap-Up: Strategies for Overcoming Bias in Hiring

A structured hiring process is instrumental in reducing common biases. Biases should be eliminated from your company if you want your company to succeed well. It is a strategic necessity for your company to strive in this competitive world. By adopting all these strategies listed above, your companies will minimize the influence of bias and make fairer decisions when hiring. Reducing bias in recruitment is not only a matter of fairness but also a necessary thing to do for the growth of your company. Reducing bias in your company will contribute to building more diverse, innovative, and successful teams.