Can You Spot The Hidden Bias In Your Hiring Process?
Concern Among Job Hunters
Perceived Hiring Bias Differs By Age, Gender
Getting To The Root Of Unfairness
Bias exists on both a conscious and unconscious level, McCandless points out. And sometimes, she says, it's driven by the constraints of current recruiting practices.
It Pays To Fight
Removing Unconscious Bias
- Review job descriptions to make sure they include pro-diversity language and avoid words that imply a preference for a certain gender, age, or other category
- Expand recruiting sources beyond what's familiar (recruit from a wide set of colleges, not only the ones your current employees attended)
- Analyze the process across all stages, including applications received, interviews granted, and hiring decisions made.
Don't Forget Background Checks Play A Role, Too
The EEOC guidance isn't law. But ignoring it can leave employers at risk for lawsuits alleging disparate impact discrimination. And in many locations with recent ban-the-box laws, individualized assessment is now required.
Individualized assessment can be more than a compliance burden. It can actually help employers keep qualified candidates in the hiring pool.
Some offenses do exclude people from certain jobs (violent crimes and school positions, for example). Yet man of the records in the background results of an estimated 70 million people arose from nonviolent offenses.
Taking time to consider the nature of the offense, the time since it occurred, its relevance to the position, and steps taken since, reveals a lot about people whose life experience is likely different from yours.
It's a healthy step toward challenging bias (hidden or otherwise) and expanding the very notion of diversity.