We covered the topic of unconscious bias in a blog post back in July 2023, which you can check out here. In that post, we delved into the definition of unconscious bias and its potential impact on the workplace. Today, our focus narrows down to the hiring process, offering you valuable tips for your operations.

Loads of research proves that hiring isn't always fair. Sneaky biases, like racism, ageism, and sexism find their way into the hiring game. But you can do something about it. Where to start, you ask? And how can you help your team kick these biases to the curb?

The Subtle Forces of Bias:

When it comes to the hiring process, as you comb through stacks of CVs, it's crucial to recognise that hidden biases might be influencing your decisions. We've all heard the saying, "You never get a second chance to make a first impression." That's the halo effect in action. A well-crafted CV might unintentionally sway your perception positively, while a less polished one might cast a shadow on the candidate's qualifications – the horns effect. These are real pitfalls.

Decoding Names and Backgrounds:

Unconscious bias can rear its head at the very beginning of the recruitment process - with the name on top of the CV. Research shows that assumptions about gender, ethnicity, or socioeconomic background can be triggered just by a candidate's name. It's like judging a book by its cover but in this case, it's the candidate's name that's under the microscope - an unconscious stumbling block that can affect your hiring decisions.

The Comfort of Similarity:

Birds of a feather flock together, right? Well, in the world of recruitment, this can sometimes lead to the perpetuation of the status quo.  While a team that clicks is fantastic, sticking to what's familiar might hinder your team's growth. Unconsciously, we may feel more comfortable with candidates who share similar backgrounds, experiences, or even hobbies. It's like recruiting your office buddy – but is that really the key to fostering diversity and innovation? Challenge yourself to look beyond the usual suspects. Innovation often thrives in diverse environments. Are you inadvertently closing the door to fresh perspectives by recruiting in your comfort zone?

Combatting Unconscious Bias:
So what can you do to untangle yourself from the web of unconscious bias when it comes to the hiring process?

First and foremost, awareness is key. Acknowledge that bias exists, even if it's hidden beneath the surface.

Rework Job Descriptions:

Research shows that masculine language, including adjectives like “competitive” and “determined,” results in women’s “perceiving that they would not belong in the work environment.” On the other hand, words like “collaborative” and “cooperative” tend to draw more women than men. Subtle word choices can have an impact on the applicant pool, so have a think around the wording you currently use in your adverts and job descriptions and where you may be able to make some adjustments - try more neutral words or aim to strike a balance. Unsure how to tackle this? Have a chat with us at Fresh Seed - we can help!

Set Clear Criteria:

Define specific criteria for the role within the job description and advert and stick to them during the shortlisting process. This provides an objective framework for evaluating candidates and minimises the influence of personal biases.

Blind Recruitment Processes:

Consider implementing blind recruitment strategies, especially during the initial shortlisting phase. Remove personal information such as names, addresses, and profile pictures from CVs. This helps ensure that you're evaluating candidates based solely on their skills and experience, without preconceived notions. At Fresh Seed when we work with clients on a hiring process and take ownership of the advertising and applications, we automatically remove all personal information before presenting CVs to the client for review, helping to combat unconscious bias from the start.

Diverse Hiring Panels:

Expand your hiring team to include individuals with diverse backgrounds and perspectives. Multiple viewpoints can help counteract individual biases and ensure a fairer evaluation process.

Structured Interviewing:

Create a standardised interview process with predetermined questions. This helps ensure that each candidate is assessed consistently, reducing the likelihood of subjective judgments.

Training and Awareness Sessions:

Educate your team about unconscious bias and its impact on the hiring process. Regular training sessions and open discussions can heighten awareness and empower your team to actively challenge their own biases.

In the ever-evolving landscape of recruitment, acknowledging and actively addressing unconscious bias is a strategic move. By implementing blind recruitment practices, fostering diversity, and creating a conscious hiring culture, you're not just finding the best fit for your team but also contributing to a more inclusive workplace.

Ready to equip your team with the tools to navigate the complex terrain of unconscious bias? Contact us at info@freshseed.co.uk for specialised training sessions designed to foster awareness, challenge assumptions, and create a more inclusive hiring environment. Let's build a workforce that thrives on diversity and innovation in the years to come.