In their search for the best talent, many companies revolve their recruiting and hiring process around their ideal hire, often creating job descriptions with strict qualification requirements or interviews that change from candidate to candidate. While often done with the best of intentions, companies may unintentionally be biasing themselves against candidates who may not thrive in this kind of hiring process but who are otherwise well-suited for the role.
To prevent this kind of unconscious bias, leaders can take certain steps that will help make the hiring process more equitable. To help, nine members of Young Entrepreneur Council sound off on the best practices for ensuring an equitable recruiting and hiring process for all and why it is so important to create.
1. Remove Identifying Information From Applications
Implement blind screening or anonymized resumes. This involves removing personal identifiers such as names, gender, age and ethnicity from resumes during the initial screening process. By focusing solely on qualifications, skills and experience, blind screening helps to reduce unconscious biases and promotes a more fair and objective evaluation of candidates. – Andrew Saladino, Kitchen Cabinet Kings
2. Limit Unnecessary Experience Requirements
In addition to implementing basic safeguards to eliminate bias and discriminatory practices in the hiring process, limit unnecessary experience requirements for roles that can be learned on the job. Many applicants are daunted by overly strict education and experience specifications and might not even bother applying. – Andrew Schrage, Money Crashers Personal Finance
3. Have Everyone Take The Same Assessments
Give the same assessments to everyone. For example, at my company, we give everyone who works for us an IQ test and a “tolerance of ambiguity” assessment, regardless of their level or position. How well you handle change is important for us as consultants in a fast-growing firm. We also do a personality test to help determine whether someone is a good cultural fit for the organization. – Jennifer A Barnes, Optima Office, Inc.
4. Redefine “Cultural Fit”
One practice a company can implement to ensure an equitable recruiting and hiring process for all is redefining “culture fit.” Instead of seeking homogeneity, prioritize cultural contribution and adaptability. It’s important because it fosters diversity, brings fresh perspectives and creates a more inclusive and innovative work environment. – Sujay Pawar, CartFlows
5. Conduct Structured Interviews
Structured interviews are a systematic interviewing approach where each candidate is asked the same set of pre-determined questions, assessed using the same criteria. This method minimizes subjectivity and unconscious biases, ensuring a level playing field for all applicants and thereby promoting a fair and equitable hiring process—leading to you hiring the best candidate. – Kyle Goguen, Pawstruck
6. Source Candidates From A Variety Of Channels
Increase the number of recruitment channels you employ, including job boards, professional networks, trade associations and community organizations that serve a variety of demographics. Participate actively in underrepresented communities’ affairs and go to events or job fairs that emphasize diversity. – Kelly Richardson, Infobrandz
7. Invest In Unconscious Bias Training
Unconscious bias training for your recruitment team surfaces biases that can unconsciously affect decision-making. By recognizing and addressing these biases, you can foster a more fair hiring process. This attracts diverse talent based on merit, which leads to a more inclusive workplace, enhanced creativity and a broader range of perspectives. – Devesh Dwivedi, Higher Valuation
8. Create A Clear Job Description
Being transparent with your requirements and clearly communicating your expectations from candidates can make your hiring process more equitable. A clear job description helps potential candidates decide whether or not applying for the available vacancy will be worthwhile. Plus, it makes it easier for you to find what you seek and hire the best-suited candidate for the role. – Chris Klosowski, Easy Digital Downloads
9. Implement Regular DEI Audits
One practice that companies can implement is conducting regular diversity and inclusion audits. It’s like taking a magnifying glass to your hiring process, ensuring that it’s fair, inclusive and providing equal opportunities for all candidates. It fosters a sense of fairness and equality, and embracing diversity and inclusion also sparks innovation and creativity. – Abhijeet Kaldate, Astra WordPress Theme
