Navigating Unconscious Bias: Tips for Fair and Inclusive Recruitment

It's all too easy to rely on gut feelings when making decisions. However, the reality is that many of these gut decisions are clouded by unconscious bias. For a recruitment process to truly succeed and be fair, it's crucial to minimise bias as much as possible.

In this blog, we'll explore a selection of tips that can help ensure your recruitment process is as fair and inclusive as it can be.

 1. Use Inclusive Language:

Research indicates that the language used in job descriptions can significantly impact the diversity of applicants. For instance, studies show that women are less likely to apply for roles described as seeking an 'expert' but more inclined to apply if the language highlights 'highly competent' candidates. Crafting inclusive language in your job descriptions and job adverts encourages a broader range of candidates to consider applying.

Check the Inclusive Language Tips in my ‘Creating Effective Job Adverts Guide’ for more help.

2. Reflective Job Requirements:

Ensure that your job description accurately reflects the genuine requirements of the role. If a mechanical engineering degree is not essential, don't include it. Be transparent about what qualifications and experience are genuinely necessary.

3. Telephone Interview Screening:

Introduce a telephone interview screening stage to your process. This allows you to assess candidates based on their skills and experience without being influenced by appearances.

4. Consider a different approach:

Traditional, formal interviews don’t get the best out of a lot of people. Rethinking that process and replacing the high pressure formal one-on-one discussion with a mix of skills-based assessments, informal conversations and group activities will help you ensure you get the best candidate. And if a formal 121 interview is needed consider giving the interview questions in advance.

5. Stick to the Interview Questions:

During interviews, it's easy to get sidetracked. To maintain fairness, create a standardised set of interview questions for all candidates. This ensures that each individual is assessed on the same criteria, minimizing the impact of personal biases on the decision-making process.

Check out my Manager Interview Tips and Recruitment Templates to give you further guidance.

 6. Training on Fair and Inclusive Recruitment:

Ensure that everyone involved in the interview process has undergone training on fair and inclusive recruitment practices. This training equips your team with the tools to recognise and counteract unconscious bias.

 7. Avoid Years of Experience Requirements:

Avoid specifying a fixed number of years of experience in job postings. This can discourage potentially qualified candidates who might bring unique perspectives and skills to the role. Instead, focus on the skills and competencies required for success in the position.

 8. Diverse Interview Panel:

Assemble a diverse interview panel to conduct candidate assessments. A varied panel brings different perspectives and helps counteract individual biases. This not only promotes inclusivity but also ensures a more comprehensive evaluation of each candidate.

 All of these steps will not only make your process more inclusive but will give you a much higher likelihood of finding the right candidate. 

For help putting in place any of this steps reach out to me on fiona@colliverconsulting.co.uk