Unconscious bias and discrimination continue to be pervasive issues in our society, even in the world of recruitment. These biases can affect the hiring process, leading to unfair advantages or disadvantages for candidates based on factors such as race, gender, age, and more. In this blog, we will explore the concept of unconscious bias and discrimination in recruitment, discuss strategies to minimise them, and outline the legal responsibilities that organisations have in preventing discrimination.
Understanding Unconscious Bias
Unconscious bias refers to the attitudes or stereotypes that affect our decisions and actions in an unconscious manner. These biases are often rooted in our upbringing, experiences, and cultural background. When it comes to recruitment, unconscious bias can influence every step of the process, from CV screening to interview evaluations and final hiring decisions.
Recognising Bias in Recruitment
CV Screening: One of the first stages in recruitment is the evaluation of CVs. Unconscious biases can manifest when recruiters unintentionally favour candidates with names or backgrounds similar to their own. To recognise bias in this stage, organisations can implement anonymised CV reviews, removing names and other identifying information.
During interviews, bias can creep in when interviewers ask different questions or treat candidates with varying levels of respect based on their backgrounds. To address this, organisations can standardise interview questions and scoring rubrics to ensure consistency in evaluations.
Assumptions and Stereotypes:
Unconscious bias can lead to assumptions and stereotypes about a candidate’s abilities or qualifications based on factors like gender or ethnicity. Recognising these biases requires education and training for recruiters and hiring teams.