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Is there bias in your hiring process?
Companies want to hire the best possible candidates for their open positions, but it may not always work out that way. The fact of the matter is hiring managers may have some unconscious biases getting in the way of making the best possible hire. Taking steps to minimize this type of influence can open up your applicant pool to candidates not normally considered.

While most people would say that they are totally unbiased, the reality is that there are plenty of unconscious biases that weigh into most companies’ hiring strategies, according to the Harvard Business Review. Often, this issue starts while writing the job description and is perpetuated through the verbiage used in the job posting. Whether we realize it or not, certain words may indicate that a job is better suited for men or women.  Consider using gender neutral words in job postings when possible and/or alternate between feminine or masculine language to appeal to both genders. 

Candidate review

When cover letters and resumes from prospective hires start pouring in after a job is listed online, experts say it's wise for companies to use "blind" reviews of the documents to ensure every candidate is judged on their merits, the report said. For instance, having a process that automatically removes a person's name or other potentially identifying details that could reflect their race, gender identity and so on may help companies significantly boost their ability to simply find the right candidate.

The interview process

Biases can also crop up during interviews themselves, according to CompTIA. For instance, if a candidate went to the same college as the hiring manager, that person is likely to have an edge - unconscious or not - over someone who did not go to that school. As such, it might be wise for companies to make sure their interview processes are as objective as possible. This could include simply having the same questions and evaluation criteria for every candidate, so each person's answers can be compared accurately against those from other possible hires.

It might also be wise to get more people involved in the hiring and evaluation process so there are more eyes on every hire, and more people giving input, according to High Speed Training. Choosing a selection panel of individuals from a diverse background – different genders, races, economic statuses, will bring more clarity and reduce bias in the hiring process overall.

The more businesses can do to make sure they're looking at candidates for what they can bring to the table, the better off they will be when it comes to finding people who will be the right fit for their companies going forward.
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