This article is the third part of a three-part series on hiring discrimination. To read the first part on when bias enters the hiring process, click here. To read the second part on the impact of diversity on a company’s bottom-line, click here.
In our last articles, we learned that unconscious and conscious biases enter the hiring process early during the screening stage. At this stage, hiring managers and HR recruiters are spending as little as 25 seconds looking at a resume and making a snap decision about an individual’s ability to perform the job functions. Having a diverse workforce makes up to a 35% difference for an organization’s bottom-line (we’ll dive more into that in our next post.)
The following are our three best tips for reducing bias in order to recruit a talented and diverse team for your company.
Set diversity and inclusion as a benchmark
In the hiring process, we frequently emphasis the importance of “cultural fit.” Sometimes, this is mistaken as “people who are just like us.” This creates a homogenous culture lacking in diversity. Until your company makes diversity and inclusion a benchmark for success for your organization, it will always be just out of reach.
Create or source a diversity training for every employee in your organization—and make it mandatory. Engrain diversity and inclusion in every part of your brand, all the way down to your company values. Intentionally seek diverse perspectives and emphasize that value in your recruitment efforts. Work with your leadership team to set benchmarks that make sense for your company and product for diversity and inclusion.
Broaden and focus your recruitment efforts
Include a specific statement encouraging people from diverse backgrounds to apply to your position. Ensure your hiring team or hiring manager focuses more on an individual’s skills and ability than other metrics that may introduce bias, such as graduating from a prestigious university. As much as possible given the current makeup of your organization, try to put in place a diverse hiring team in terms of race, gender, age, and ability.
If you aren’t getting good, diverse word-of-mouth referrals, you aren’t looking in the right places. Build relationships with local cultural organizations, including chambers of commerce and cultural associations. But note: these referrals must be backed by a company culture that promotes and embraces diversity. You must engrain these values into your culture in order to retain this diverse workforce. In one study, 27% of respondents said they left their job due to discrimination in the workplace.
Utilize artificial intelligence in video interviewing software to remove unconscious bias from the equation
Utilizing artificial intelligence in automated interviews ensures that racial and other types of bias are removed from the process. Using skills assessment compared across industries and specific roles, AI technology can find the candidates with the best skills fit regardless of their accent or skin color.
This means recruiters don’t have to narrow the field based on their own assumptions and—at times—biases. They now have the bandwidth to screen all the candidates recommended to them by the technology as being the best fit in personality and skills for the position. As such, minority candidates get the same opportunity as the majority group in the screening process: if they perform well, they have a good chance of getting the job.
By following these three tips, you will be well on your way to recruiting and retaining a diverse workforce within you company. If you want to introduce AI-backed video interviewing software to your company and improve your diversity hiring, schedule a live demo of Appliqant’s platform today.
Appliqant is an AI-infused, blockchain driven, automated video interview platform developed by the team at Quantilus.