5 Common Hiring Biases and Strategies to Counteract

 In our series dedicated to everything you need to know about Unconscious Bias, I wanted to really zero in on some key learnings and answer the following questions:

1.  What are the most common types of hiring biases?

explainer_5_hiring_biases

2. What Strategies can I put in place to address Unconscious Bias?

  • Individual strategies to address unconscious bias include:
  • Promoting self-awareness to recognise one’s biases using instruments such as the Implicit Association Test. Understand the nature of bias. What gives rise to unconscious bias is a normal aspect of human cognition. Understanding this important concept can help individuals approach their own biases in a more informed and open way.
  • Have discussions, with others, especially those from socially dissimilar groups. Sharing your biases can help others feel more secure about exploring their own biases. It’s important to have these conversations in a safe space. Individuals must be open to alternative perspectives and viewpoints.
  • Facilitated discussions and training sessions promoting bias literacy have been proven effective in minimising bias.

Workplace strategies; in order to address unconscious bias all institutions should:

  • Develop concrete, objective indicators for hiring, evaluation, and promotion to reduce standard stereotypes.
  • Develop standardised criteria to assess the impact of individual contributions in performance evaluations.
  • Develop and utilise structured interviews and develop objective evaluation criteria for hiring.
  • Provide unconscious bias training workshops for all.

Want to learn more? Download ‘We Need To Talk About Unconscious Bias’

Since Unconscious Bias is such a hot topic, we’ve put together an informative white paper in which you’ll learn:

  • All about Unconscious Bias, its many forms, and common hiring biases
  • That we ALL have Unconscious Biases
  • Strategies to address Unconscious Bias
  • Sonru Client Research Findings, such as:
    • 47% feel confident that anonymous shortlisting would deliver the same shortlist
    • 35% explicitly mention the potential impact of Unconscious Bias prior to assessing Video Interviews
    • < 10% of the Assessors are bias tested
    • 20% provide training around Unconscious Bias
    • and lots more….
  • How Video Interviewing protects against Unconscious Bias – it’s Transparent, Consistent, Objective and Documented
  • Client vignettes from nucleargraduates, WestRock and EE.

Click here to download the full white paper.