Organizations aim at hiring talented individuals, for which they need to examine certain skills irrespective of bias. However, sometimes some biased elements creep, interrupting and misleading the hiring process.
How does unconscious bias happen?
The recruitment staff forms an opinion about a candidate based on various factors. Maybe it could be a first impression, candidate’s picture, name, and location. Sometimes, you may personally feel that the candidate is likely to have a good time with you after work hours, etc.
All such barriers will not justify the recruitment procedure. Such challenges can be eliminated by employing the right technologies.
Tips for latest recruitment technology
1. Resume information :
Certain information on the resume can result in unconscious bias, including age, gender, nationality, etc.
GapJumpers play an active part in processing such resumes separately to ease the recruiters’ jobs. Later they are separately processed by the employers.
2. Pay attention to gender wording.
Studies have shown that women are interested in applying for job descriptions showcasing the words driven, confident and active. On the other end, feminine words such as ‘support’ and ‘honest’ have been less attracted by men.
Adify tool flags such gender wordings, and thus they can be eliminated from the text. Thus, the Adify tool supports the clients.
3. Effective decisions
Modern digitalization paved the path to minimizing the effect of unconscious bias through deep insights that would help make effective decisions.
Entelo serves as a perfect source to identify the right skills quickly. It uses Big data to support hiring managers gain the right talent and ranking the candidates. The responses gained were impressive, especially the LinkedIn platform experienced to gain candidates’ attention.
4. Find new channels:
Mobile is the perfect source to execute the online recruitment process. The statistics have proved that almost 82% of people are using smartphones to find jobs. Even the video content is more likely to gain interest compared to text.
VideoMyJob is an Australian app helping candidates to create videos showcasing their abilities, and this can be further edited and posted on the Social Media platform. Moreover, the app is affordable, and the services are authentic no matter the employers are small or big to generate branded video job ads.
5. Come up with a structured interview process.
Interviews should follow a structured process. An unstructured process makes the job of the hiring managers challenging, and chances do exist for unconscious bias to take shape. On the other end, the structured process helps recruit the candidates based on the common markers, and thus no discrimination lies against the evaluation procedures.
The best way to implement this is to arrange the same questions for all the applicants and maintain them without any diversions. Thus, the judgemental process turns effective and justifiable.
6. Set an interview panel
Adopting an interview panel is one effective means to minimize unconscious bias. The panel members should be well trained to choose candidates with a broad perspective and come up with informed decisions.
ONPASSIVE’ HRMS tool to simplify your recruitment process
The recruitment process is the major element of HRMS activity. In line with this, ONPASSIVE, an AI-powered organization, provides the best HRMS too, O-Staff, to provide cost-effective solutions.
Managing every employee, tracking leaves, employee performance, payroll integration, employee training are performed effectively with the tool. The relationship with the employees is well built by connecting with them through personal greetings on birthdays, promotions, appraisals, onboarding, etc.
Conclusion
Studies reveal that unconscious bias cannot be completely eliminated. However, observing and understanding how unconscious bias is influencing decisions will help improve the hiring process.
So, it is time for organizations to avail themselves of the modern techniques in the HRMS sector to limit unconscious bias.
