Interrupting Bias in Recruiting

Interrupting Bias in the Recruitment Process

When it comes to countering bias in business, it starts with hiring. Help build a strong foundation by following these four tips during the recruitment process:

• Deepen the pool. You’ll never end up with a truly diverse workforce if you don’t begin by drawing from a diverse assortment of candidates.

• Redefine “culture fit” and demand accountability. A “good fit” has long been a coded term for “most like us,” but while specific criteria for hiring are essential, this type of “fit” is outdated and bad for inclusivity. Instead, focus on objectivity.

• Limit referrals. If your company has a homogeneity problem, then make sure you’re diversifying where you locate new talent. By focusing primarily on referrals or sources with which you’re already familiar, you’re missing out on differing perspectives.

• Focus on the skills. Try posing direct questions and evaluating answers on the spot to counter favoritism and similarity bias.

Reference the Everfi training above on Identifying Candidates. It covers job descriptions, best practices in identifying great candidates, plus the legal and ethical framework surrounding these activities.