Practical ways to reduce bias in your hiring process

Often the decisions made throughout the hiring process are heavily impacted by unconscious bias. These are Unbiased Hiring tips our team wants to share so you can begin to remove bias from your hiring process!

Tip #1: Change the position of assessments in your hiring funnel!

Tip #2: Begin looking for potential instead of experience!

Tip #3: Share with others how you reduce bias in the hiring process!

Tip #4: Start by standardizing your interview process!

Tip #5:Begin using future performance indicators!

Tip #6: Begin with understanding the dangers of hiring bias!

Tip #7: Consider implementing blind hiring!

Tip #8: Make sure to have a diverse interview panel!

Tip #9: Always agree upon what you are looking for before actually going in the interviews!

Tip #10: Avoid gender coded words & phrases in Job Descriptions! 


Tip #1: Change the position of assessments in your hiring funnel!

Fleur Melkert shares the first of Unbiased hiring tips: change the position of assessments in your hiring funnel! Introducing assessments at the start of the hiring funnel allows you to base your first impression on more objective insights, which has multiple advantages and allows you to hire based on data instead of gut feeling. Take a look at our blog to find out changing the position of assessments in your hiring funnel will help you remove bias from the hiring process!

Tip #2: Begin looking for potential instead of experience!

Charlotte Melkert shares her unbiased hiring tip on how to diversify your tech team! Attracting diverse talent for a tech team can be challenging. It doesn’t have to be! If you want to attract diverse talent, keep in mind that experience does not always imply success, so begin looking for potential when hiring tech talent. Once you begin to look for potential instead of experience, you will be able to attract a much more diverse pool of candidates for your tech team!

Tip #3: Share with others how you reduce bias in the hiring process! 

Greg Poole with Unbiased hiring tip #3! By sharing with others how you remove bias from your hiring process not only you improve the visibility of your company & how you remove bias from the hiring process, but you also create a hiring process that is authentic and shapes the world of unbiased hiring!

Tip #4: Start by standardizing your interview process!

Maud Warmerdam with Unbiased hiring tip #4: Start by standardizing your interview process! Standardized interview process allows you to focus on factors that have a direct impact on the candidate performance & make it easier to avoid bias. Why? Because you can make more objective evaluations if a standard set of questions is asked to the candidates. Check out the blog we wrote about how if done correctly, job interviews can actually help you remove bias to find out more!

Tip #5:Begin using future performance indicators!

Jesper van Gelder with Unbiased hiring tip #5: begin using future performance indicators instead of only relying on information provided in resumes. If you want to remove bias from your hiring process, focus on new techniques that give everyone the same opportunities regardless of age, ethnicity and other variables. Begin using future performance indicators! For example, neuroscientific games which measure General Cognitive Ability (GCA) as they are more reliable in predicting future performance & will tell you more about someone’s true potential.

Tip #6: Begin with understanding the dangers of hiring bias!

Tereza Piperkova shares her Unbiased Hiring Tip: begin with understanding what are the dangers of hiring bias & educate your team about it!

What we might not know is that our minds make decisions intuitively before we are aware of that – some estimates talk about that more than 90 % of the decisions are made based on intuition. That makes a lot of space to create bias in hiring decisions.

Tip #7: Consider implementing blind hiring!

Emils Valbergs shares his Unbiased Hiring Tip: to remove bias from your hiring process, consider implementing Blind Hiring!

What is Blind Hiring? Blurring out of the personal details within the applicant profiles during the first stage of the application process.

Research has shown that by removing details such as names, gender, education, age and even candidate addresses from the equation, hiring decisions can be made more objectively. This will contribute not only to inclusivity but also diversity within your company!

Tip #8: Make sure to have a diverse interview panel!

Joost Duijn shares his Unbiased Hiring Tip: to remove bias from your hiring process, make sure to have a diverse interview panel! These are the reasons why it helps unbias your hiring process:

  • If there is more than one interviewer, there are lower chances of personal bias creeping in
  • A diverse interview panel ensures that each interviewer will observe different aspects of the candidate’s skills and character
  • Panel interviews allow for the hiring decisions to be made more collectively

Tip #9: Always agree upon what you are looking for before actually going in the interviews!

Robin Seetz shares his Unbiased Hiring Tip: always agree upon what you are looking for before actually doing the interviews!

If you have clearly identified your hiring needs, and created a list of criteria of what you’re looking for in a new hire – you will minimize the chances of hiring bias affecting your decisions.

Result? You’ll be able to identify which candidate is best-fit for the position!

Tip #10: Avoid gender coded words & phrases in Job Descriptions! 

Ece Şekerli shares Unbiased Hiring Tip 10: avoid gender coded words & phrases in Job Descriptions! This is why! 

Using words that are either masculine or feminine can foster gender inequality. Depending on the language in which you write the job descriptions, even the use of pronouns can foster gender inequality.If you really want to make sure your hiring process is entirely bias-free and inclusive – it’s time to begin focusing on removing bias also from your job descriptions! 

Want to know how to write better, bias-free & inclusive job descriptions? Take a look at a blog we wrote about how to write more inclusive job descriptions!

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