As a recruitment firm, we are always looking for ways to improve our processes and eliminate any potential biases that may exist. One method that has gained attention recently is the “pointing and calling” method used by the Japanese railway system to reduce the risk of human error and ensure the safety of their operations. Could this method be applied to recruitment and staffing to reduce any unconscious biases that may exist in the interview process?
The “pointing and calling” method involves verbalizing all actions and movements and physically pointing at important indicators while performing the task at hand. For example, when a train operator reaches a signal, they would point at it and call out its status, ensuring they are aware and alert. This method has resulted in a significant decrease in accidents caused by human error in the Japanese railway system.
The concept behind “pointing and calling” is to create a mental checklist and to consciously acknowledge all actions taken, preventing any overlooked errors. This same concept can be applied to recruitment and staffing to reduce interview bias. Interviewers can create an internal checklist of the skills and qualifications required for a particular role and consciously acknowledge each one during the interview.
Additionally, interviewers can physically point to the job description or candidate’s resume to ensure their focus remains on the requirements of the role. This method can also aid in reducing any unconscious biases that may exist by shifting the focus to the candidate’s qualifications rather than any personal opinions or biases.
Furthermore, the use of Artificial Intelligence (AI) can help eliminate unconscious biases in the recruitment process. Many companies are now utilizing AI tools and experts in their technology departments to reduce biased language in job postings and resumes, and even to conduct initial candidate screenings.
By using AI to screen resumes and job applications, companies can eliminate any conscious or unconscious biases that may exist in the hiring manager’s screening process. Additionally, the AI can help identify qualified candidates who may have been overlooked due to bias.
Integrating the “pointing and calling” method and the use of AI tools can create an efficient and fair recruitment process that focuses on the qualifications and abilities of the candidates. This approach can also aid in creating a diverse workforce, ensuring that candidates are evaluated solely on their abilities, rather than personal characteristics.
In conclusion, as a recruitment firm, it is essential to continually improve our processes and eliminate any biases that may exist in the interview process. The “pointing and calling” method used by the Japanese railway system, and the use of AI tools, can be beneficial in creating a more efficient and fair recruitment process. As recruiters, we must strive towards a diverse and inclusive workforce, and integrating these methods into our processes can aid in achieving this goal. Let us embrace these innovative approaches, and work towards a better and fairer future in recruitment and staffing.