Everyone has unconscious biases—preconceived notions that can sometimes result in screening out the best person for the job.
Maybe you assume older candidates aren’t that savvy when it comes to technology or you think that foreign job experience isn’t quite as valuable as Canadian experience. But how can you be sure to discount these biases if you don’t even know you have them?
At Altis.Excel, raising awareness about biases among our leaders and hiring managers has led to a more inclusive hiring and recruitment process, helping us surface the most talented, qualified candidates when building diverse slates for our clients (and building our own teams).
Here are five tips for recognizing and disrupting bias in the hiring process:
- Identify unconscious biases and keep them top of mind during the interview.
- Review and stick with the job requirements shared with your recruitment consultant and clearly define what “right fit” means for you and the organization.
- Ask each candidate you interview the same set of standardized questions.
- Be open-minded when interviewing candidates from marginalized or underrepresented groups.
- Pause regularly and questions your own assumptions.
To learn more about each of these tips, we’ve prepared this handy guide.
