Ways to overcome" Hiring Bias".

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 "Hiring Bias" can be a major challenge.

What is Hiring Bias?

Hiring bias is a form of discrimination that occurs during the hiring process when an employer makes a decision based on irrelevant factors such as a candidate's age, gender, race, ethnicity, religion, sexual orientation, or disability status. This bias can result in qualified candidates being overlooked and excluded from consideration for a job, leading to a less diverse and inclusive workforce.

Unfortunately, biases are common and pervasive in society as well as talent acquisition processes. There are two types of Hiring Bias, such as conscious bias and unconscious bias.

                        

Conscious Bias / Explicit Bias                                                                                Unconscious Bias

When Does Hiring Bias Arise?

Hiring bias can be intentional or unintentional and can occur at any stage of the talent acquisition process, including job postings, resume screening, Interviews, and final selection. 

Job posting: Bias can arise in the job posting in the language used is generated or includes unnecessary requirements that may exclude certain groups of people.

Resume screening:  Bias can arise during resume screening if a recruiter or hiring manager overlooks a qualified candidate because of their name, address, or other identifying information that may reveal their age, gender, or ethnicity.

Interviews: Bias can arise during the interview if a recruiter or hiring manager asks questions that are not job-related, or if they show a preference for candidates who ate similar to them in terms of background, experience, or personality.

Final selection: Bias can arise during the final selection process if a recruiter or hiring manager favours a candidate who shares their own characteristics or if they overlook a qualified candidate because of unconscious bias.

Types of Bias  

There are many types of bias that can affect decision-making, including hiring decisions. Just like people bias comes in all shapes and sizes.  Here are some common biases.

  • First impression bias
  • Confirmation bias
  • Race & Ethical bias
  • Name bias
  • Gender bias
  • Sexual orientation bias
  • Age bias
  • Automation bias
  • Religion bias
  • Affinity bias
  • Conformity bias
  • Beauty bias
  • Proximity bias
  • Disability bias

The Danger of Hiring Bias

Hiring bias can be very dangerous for both individuals and organizations. 

For individuals, it can result in missed opportunities, unfair treatment, and lost potential. For organizations, it can lead to reduced diversity, lower productivity, and legal risks,

For organizations, 

  • Potential legal consequences
  • Negative brand reputation
  • Discourage top talent from applying
  • Increases turnover
  • Reduces sales
  • Lack of diversity

When hiring bias occurs, it can lead to a less diverse and inclusive workforce. This can limit creativity, innovation, and problem-solving abilities, as well as limit the pool of talent from which the organization can draw. Additionally, it can lead to a lack of representation of underrepresented genders, which can negatively impact workplace culture and morale.

Hiring bias can also result in legal risks for organizations. Discrimination based on gender is illegal in many countries and can result in lawsuits and damage to an organization's reputation.

Furthermore, hiring bias can perpetuate harmful stereotypes and gender inequality. It reinforces the idea that certain genders are better suited for certain roles, which can limit opportunities for individuals and limit progress towards gender equality.

Ways to Overcome Hiring Bias.



Overcoming hiring bias requires intentional effort and ongoing commitment to creating an equitable and inclusive hiring process. Here are some ways organizations can overcome hiring bias.

  • Review and update job descriptions
  • Use a diverse hiring team
  • Use blind screening
  • Create a structured interview
  • Provide unconscious
  • Monitor and measure progress

By implementing these strategies, organizations can overcome hiring bias and create a more inclusive hiring process that attracts a diverse range of qualified candidates. This can ultimately lead to a more diverse and innovative workforce and contribute to a more equitable society.

Conclusion 

Reducing hiring biases requires a commitment to diversity and inclusion, as well as ongoing training and evaluation of recruitment processes to ensure that all candidates are given a fair and equal opportunity to succeed.

References.

Marianne, B., 2003, January, Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. Harward business review. [online] Available at: <https://nber.org/> [Accessed 11 April. 2023].

Ramirez, Tanisha L, and Zeba B. 2017. “Why People Are Using the Term ‘Latinx.’” The Huffington Post, April 7. Available at: http://www.huffingtonpost.com/entry/why-people-are-using-the-term-latinx_us_57753328e4b0cc0fa136a159 [Accessed 7 April. 2023].

Gulati P, Gita, and Maggie P. 2014. “Paying Attention to White Culture and Privilege: A Missing Link to Advancing Racial Equity.” The Foundation Review 6 (1). Available at: http://www.racialequitytools.org/resourcefiles/2_Gulati_AB3.pdf [Accessed 7 April. 2023].

U.S. Bureau of Labor Statistics. 2015. “Labor Force Characteristics by Race and Ethnicity, 2014.” BLS Reports, November. Available at:  https://www. bls.gov/opub/reports/race-and-ethnicity/archive/labor-force-characteristics-by-race-and-ethnicity-2014.pdf; National Center for Education Statistics. 2016. “Enrollment and Percentage Distribution of Enrollment in Public Elementary and Secondary Schools, by Race/Ethnicity and Region: Selected Years, Fall 1995 through Fall 2026.” November 2016. https://nces.ed.gov/programs/digest/d16/tables/dt16_203.50.asp. [Accessed 5 April. 2023].

Brown, Tim, and Jocelyn W. 2010. “Design Thinking for Social Innovation (SSIR).” Stanford Social Innovation Review (Winter). Available at:  https://ssir.org/articles/entry/design_thinking_for_social_innovation. [Accessed 9 April. 2023].

Jolls, Christine, and Cass R. Sunstein. 2006. “The Law of Implicit Bias.” Yale Law School. Faculty Scholarship Series, Paper 1824, January 1. Available at:  http://digitalcommons.law.yale.edu/cgi/viewcontent.cgi?article=2823&context=fss_papers; Van B, Jay J., Dominic J. Packer, and William A. Cunningham. 2008. “The Neural Substrates of In-Group Bias: A Functional Magnetic Resonance Imaging Investigation.” Psychological Science 19 (11): 1131-1139; Halvorson, Heidi Grant, and David Rock. 2015. “Beyond Bias.” Strategy+business, July 13. Available at: https://www.strategy-business.com/article/00345?gko=d11ee [Accessed 9 April. 2023].

Ladson B, Gloria. 2009. “But That’s Just Good Teaching! The Case for Culturally Relevant Pedagogy.” Theory Into Practice 34: 159- 165. Available at: http://www.tandfonline.com/doi/abs/10.1080/00405849509543675?journalCode=htip20& [Accessed 10 April. 2023].

L. Quillian, J. J. Lee, M. Oliver, Evidence from field experiments in hiring shows substantial additional racial discrimination after the callback. Soc. Forces 99, 732–759 (2020). [Accessed 10 April. 2023].




Positive thinker & Team player.

Comments

  1. George BertusApril 11, 2023 at 3:30 AM

    Grate Article. As humans we tend to be bias to certain outward looks and characteristics of people which is quite normal and a way around it would be to use technology instead of human intervention when recruiting.

    ReplyDelete
    Replies
    1. Tharanga WanigasundaraApril 20, 2023 at 9:46 AM

      I really appreciate you taking the time to share your comment.

      Delete
  2. Iresha UdariApril 18, 2023 at 7:37 AM

    Interesting article. Hiring bias can occur from the result of unfair treatment or discrimination against certain individuals and can occur during various stages of hiring process and could also be based on the factors such as race, gender, age and disability, etc. which may lead to inequitable employment opportunities. Thank you for sharing this article.

    ReplyDelete
    Replies
    1. Tharanga WanigasundaraApril 20, 2023 at 9:46 AM

      I really appreciate you taking the time to share your comment.

      Delete
  3. Tharanga JayasundaraApril 18, 2023 at 9:20 AM

    Great implementation and Bias in hiring has a negative effect on the company's attempts to promote diversity and inclusion. In order to create a more diverse and inclusive workforce, hiring managers can be assisted in identifying and removing biases in the interview process by receiving interview training.

    ReplyDelete
    Replies
    1. Tharanga WanigasundaraApril 20, 2023 at 9:46 AM

      I really appreciate you taking the time to share your comment.

      Delete
  4. samila kumarasingheApril 18, 2023 at 10:11 PM

    You discussed a very important topic, As per my knowledge Hiring Bias has been executed in many workplaces all around the world, and because of due this concept most of the well-qualified candidates face injustice. Hiring Bias leads to joining unqualified people, and this situation negatively impacts business operations because instead of hiring qualified and suitable candidates, Bias leads to attracting unqualified a candidate. As discussed by the author, Bias is happen in different ways, such as giving bias for schools, universities, and religion, nationality.

    ReplyDelete
  5. Sugath DemoreApril 20, 2023 at 7:59 PM

    Hi Tharanga, you hsve done excellent approach regarding the topic and Hiring bias is a significant challenge that can impact the diversity and impulsivity of a company's workforce. Well done.

    ReplyDelete
  6. Arjuna kangara April 21, 2023 at 2:02 AM

    your article is matching for current situation Unfortunately, selection process is based on biases. actually good topic

    ReplyDelete
  7. NaveekaApril 22, 2023 at 1:29 AM

    well done. Organizations that prioritize diversity and inclusion in their hiring processes are more likely to attract and retain top talent from diverse backgrounds, which can lead to increased innovation and creativity. Additionally, reducing hiring biases can improve overall employee morale and satisfaction, as well as enhance the organization's reputation as a socially responsible employer.

    ReplyDelete
  8. Asanka DevagiriApril 22, 2023 at 11:24 AM

    Good one ! Unconscious bias occurs during the employment process when you generate an opinion about prospects based primarily on initial impressions. Or, if you favor one candidate over another merely because the first appears to be someone you'd feel comfortable hanging out with outside of work.
    Even in the early phases of hiring, a candidate's resume photo, name, or birthplace may have a greater influence on your decision than you realize. In brief, unconscious bias effects your decision-making process, whether positively or negatively, by employing criteria unrelated to the job.

    ReplyDelete

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