Are You Guilty of Hiring Bias?

August 7th, 2018

By Mary MacArthur, Toronto IT Recruiter

The hiring process is not fair. In fact, it’s very biased. Everyone has a bias, and this impacts how they perceive people, how they approach situations, and it impacts them during the hiring and recruiting process. People tend to hire people who are like themselves. It’s one of the reasons for lack of diversity and inclusivity in the workplace.

Hiring bias happens, and it can have a big impact on your company’s hiring practices if not managed and addressed. Often, most people don’t even realize they are guilty of hiring bias until it’s brought to their attention.

How Does Hiring Bias Impact Recruiting?

Hiring bias

A hiring or recruiting bias has a significant impact on your organization. It will directly play a role in shaping your company’s organizational culture, moral compass, values, and beliefs. It will also have a huge impact on the diversity of your organization.

Types of Hiring Bias

There are a number of types of hiring bias interviewers and hiring managers should be conscious of when interviewing and interacting with candidates:

  • Intuition: Many hiring decisions are made based on a “gut feeling” or intuition. These assumptive decisions are based on emotions and tend to be strongly biased. Focus on making decisions based on the facts and candidate performance.
  • Confirmation bias: This happens when people make an assumption and try to prove it right. For example, an interviewer makes a decision about a person based on something they read on their resume.
  • Expectation anchor: This happens when the interviewer believes one candidate is better than the others, based on favoritism or other fictitious expectations.
  • Superficial bias: This happens when people make an assumption about a candidate based on a superficial characteristic such as their appearance.

Tips to Reduce Hiring Bias

Reduce bias

There are a number of things companies can do to reduce bias in the hiring process. While you can’t eliminate it completely, there are things you can do to minimize its impact on your hiring decisions:

  • Attempt to identify your hiring bias.
  • Review your job descriptions and seek to eliminate biased words and language.
  • Create a standardized job interview process. Use the same questions and process for all candidates.
  • Be conscious of hiring people you personally like and get along with naturally.
  • Include more people in the hiring process. Conduct panel interviews.

More Hiring and Recruiting Tips

Why the Onboarding Process Is More Important Than You Think

Traditional Talent Acquisition Methods No Longer Effective – Technology Gap to Blame

Lousy at Conducting Job Interviews? Here’s Why

 

IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Technology (IT), Accounting and Finance, Consumer Goods, eCommerce and Retail, Financial Services and Insurance, Startup, Cannabis, Big Data, B2B and Industrial, Operations and HR, Professional Services and Legal, Media, Digital and Marketing, Pharmaceutical and Life Sciences, Emerging Technology and Telecom, and  Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.

Mary MacArthur

Mary is responsible for recruitment activities within the IT space, where she works as part of a larger team to ensure that all clients are fully serviced with high quality candidates. A native Montrealer with a background in Communications from McGill University, she began her career in newspaper ad sales. She has now found her home in executive search and recruitment, where she’s able to leverage her bilingual and international experience to help her find the best candidates for her clients.