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

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When selecting, our mind creates a concept or judgment about the person, object or idea in advance. Something similar happens when hiring employees. Recruiters can be carried away by factors that do not determine the candidate’s ability, such as the image, the university they went to, their family or social environment, … and this can complicate the process by depending on merely subjective factors.

In order to avoid unconscious biases, it is essential to teach recruiters the different prejudices that can occur in decision-making, so that they can recognize them and try to avoid them. In this way, their decision will not depend on subjective criteria and hiring will take place in a more objective manner. When reading CVs, it would be advisable to suppress their name, sex and other information that may encourage discrimination, as if it were a blind CV. In this way, the recruiter will be able to focus only on the candidate’s skills and abilities.

A thorough evaluation of what really interests us about potential employees is essential when selecting the candidate. Not only does it provide more effective recruitment, but it also helps recruiters focus on the skills and abilities the company needs. For this, it is useful to create an employee’s buyer person, something that will help us assess which candidates respond to the company’s needs.

Another effective strategy is the creation of a list of fixed questions, to avoid asking questions that they consider appropriate based on bias. Elaborating the same questions for all candidates makes it easier for us to find the perfect candidate, eliminating the biases from the beginning.

Employee diversity is important in a company, and this also includes those responsible for recruitment. It is beneficial for the company to have several recruiters, as there are different people and different world views, which will lead to a recruitment of diverse employees, who will provide different solutions and opinions improving the work process.

Biases do not allow us to reach the ultimate goal of diversity. For employees, working in a diverse environment helps foster internal communication and respect, and generates a richer vision of any solution. If we manage to eliminate the biases we will achieve a fair and effective recruitment based on the objectives of the company.