Hiring bias can be defined as the inclination, opinion or judgment we make while trying to decide if they are the right fit for the job. Research says that humans make around 35,000 decisions each day, sometimes we do it unknowingly. Our upbringing, social groups, exposure to diversity and media are some of the things that carve our perspectives, and are also the base of our decisions. These biases are a part of our conscious and unconscious mind that impact employees and the organization. Here are the strategies to get rid of hiring biases.
1. Creating Awareness
The very first step to remove hiring bias is to understand the types of hiring bias and to create an awareness through training, by emphasizing on Diversity, Equality and Inclusion) (DE&I) policies.
2. Holding everyone accountable
Including accountability adds weightage to the interview process which compels interviewers to take ownership in following the hiring norms set by the Software Organization.
3. Modify Job Description
Sharing information is the primary step and it is the reason for the types of applications we receive. Job descriptions emphasizing on skill sets and job role along with the list of flexible application norms (women with career gap, all age groups, people will to relocate etc)
4. Implementing data-based hiring process
Computerizing application and primary interview rounds based on communication and skill set or job role tasks will ease the interview process.
5. Standardize Interviews
Having a standardized interview system based on the required knowledge and experience will result in gaining a similar set of responses or scores which can further compare to shortlist or finalize the Software Employee.
(Author: Alisha Fernandes is an inquisitive learner & content writer at TechDoQuest, which is a Canada-based IT Recruitment Company)