Unconscious Biases: how to combat them in the recruitment and selection of talent?

combating bias in talent recruitment and selection

Unconscious Biases: how to combat them in the recruitment and selection of talent?

Post - Unconscious Biases: how to combat them in talent recruitment and selection?

When it comes to selection, our mind creates a concept or judgment about the person, object or idea in advance. Something similar happens when hiring employees. For this reason, it is important to combat biases in the recruitment and selection of talent in companies.

Recruiters can be swayed by factors that do not determine the candidate's ability; such as image, the university they attended, their family or social background, ...and this can complicate the process by relying on purely subjective factors. More than 50% of what matters when we look at a person is their image according to Albert Mehrabian. We quickly make a judgment of what it appears to be.

How to avoid biases in talent selection?

To avoid unconscious biases, it is essential to teach recruiters about the different prejudices that can occur in decision-making, so that they can recognise them and try to avoid them. In this way, their decision will not depend on subjective criteria and recruitment will be more objective.

  • When reading resumes, it would be convenient to remove your name, gender and other information that can enhance discrimination, as if it were a blind CV. In this way, the recruiter can focus only on the candidate's skills and abilities.
  • Conducting a thorough assessment of what really matters to us in potential employees is critical when selecting a candidate. Not only does it provide a more effective hire, but it helps recruiters focus on the skills and abilities the company needs.
  • For this, it is useful to create a buyer persona of the employee, something that will help us to assess which candidates meet the needs of the company.
  • Another effective strategy is to create a list of fixed questions, to avoid asking questions that they deem appropriate based on biases. By creating the same questions for all candidates, it makes it easier to find the perfect candidate by eliminating biases from the start.
  • Diversity of employees is important in a company, and this includes recruiters as well. It is beneficial for the company to have several recruiters, as having different people and worldviews will result in hiring diverse employees, who will bring different solutions and opinions to the table, improving the work process.


Biases do not allow us to achieve the ultimate goal in talent selection. For employees, working in a diverse environment helps foster internal communication and respect, and generates a richer vision for any solution. If we can eliminate biases, we will achieve fair and effective hiring based on the company's objectives.

From Qaleon we propose you to learn more about Alizia, to avoid these biases in the recruitment of technological talent or Empleable to deal objectively with the internal promotion of employees based on their skills and competencies.