A Diverse Workplace
A diverse workplace is an integral part of any workforce. It does not look favourably upon or discriminate against an individual’s personal characteristics which can include attributes such as; race, gender, ethnic group, age and religion. The importance of these human differences is that it encourages a range of different perspectives, thoughts and inputs as well as varying work styles. The inclusion of all potential employees with equal skill sets and experience is essential when considering them for a given role.
Technology plays an important role in encouraging and enabling diversity during the hiring process. It has the capability to reduce the risk of human discrimination or unconscious bias against any potential candidates. In turn, this creates fairer opportunities for all job applicants who are qualified for the role.
Unconscious bias during the candidate screening process
Social norms and stereotypes are preconceived notions some individuals are brought up with. It can subconsciously affect a person’s work style and the decisions they make on a day-to-day basis, which is particularly significant within the recruitment and hiring industry. Bias in recruitment can mean certain candidates are favoured over others due to rationales that are unspecific to their skills and experience. Within a job application, bias can be held against a candidate’s, gender, name, location and educational history. For example, a hiring manager without realising may look negatively upon a candidate who has been out of work for a long period of time. This thought process can blindside a recruiter, causing human judgement to diminish the candidate’s job chances. However, their unemployment gap may have been due to something out of the individual’s control and for a recruiter to disregard their application due to a preconceived assumption is unfair.
More extreme cases have left job seekers feeling frustrated and unable to secure an interview simply because of their name. Some believe a name can lead to connotations that recruiters and hiring teams look unfavourably upon. Making initial judgements based on their race, gender or age. These types of discrimination have forced some candidates to leave their name completely out of an application, in order to increase their job opportunities. Read more on ‘What’s in the name.”
Fairer hiring decisions
By reducing the risk of bias within the hiring process, candidates are more likely to receive equal opportunities. This will effectively improve the hiring process and also has the potential to improve the candidate experience. Those applying for a specific role will feel more at ease knowing their application will not be disregarded due to an unfair bias.
So how can this be achieved?
Automation. Choosing to automate the initial candidate screening process, job applications are condensed to only relevant CVs which match the job criteria. Therefore reducing the risk of any unconscious bias decisions, during these initial stages. Technology can ensure candidates are provided with a fair chance and are not judged on any preconceived assumptions based on singular human judgement.
Find out how we can help you discover the talent you already have within your database (& reduce the risk of unconscious bias)! here.