14th July 2021 | 0 Comments
•Recruitment Trends•Talos ATS 3 MIN READ
The past year has seen employers across all sectors promoting diversity, inclusion, and equity in their workforce. This has led to somewhat of a ‘boom’ for unconscious bias training, with HR professionals everywhere seeking to bring equity to their hiring strategy.
Here we run through the benefits and drawbacks of unconscious bias training, and explore the possible alternatives:
Unconscious bias training aims to reduce the risk of individual bias in companies’ hiring processes. This is when unconscious prejudice affects recruiters’ preferences when selecting candidates for a role. Eliminating this bias promotes equity and inclusion in a company’s workforce.
A recruiter may hold an unconscious bias towards almost any attribute – be this gender, ethnicity, age, or even accent. This hinders a company’s aims to achieve a diversely-talented workforce, meaning candidates with disfavoured attributes are less likely to get the job.
Unconscious bias training comes with mixed results. Before you opt for in-depth training for your HR team, it’s worth considering the pros and cons, as well as the more straightforward alternatives.
Unconscious bias training can be a positive way to promote equity in your hiring process. Here are some of its advantages:
While unconscious bias training can be a positive first step towards inclusive hiring, it does have a few drawbacks:
Want to see where your hiring process could better address Diversity & Inclusion issues? Book a free D&I review with our team today
There are some effective alternatives to unconscious bias training, helping more employers achieve equity in their hiring strategy. These include:
Anonymised hiring is a powerful way to promote Diversity & Inclusion in your recruitment process. This involves removing information, such as names, gender, location, and age, from candidate records – reducing the risk of bias towards these attributes.
Recruitment software has made it easier than ever to implement anonymised hiring tactics. Talos lets you hide unnecessary information from candidate profiles, promoting fair, unbiased recruitment practices.
The risk of unconscious bias can be effectively reduced by including more key decision-makers in candidate selection. More perspectives means limited influence of individual recruiter bias – promoting fair, data-driven hiring choices.
Video screening/interviewing allows you to record sessions with individual candidates, running these past a greater number of decision-makers. This can be more effective than hosting interviews with one or two hiring managers, which increases the risk of unconscious bias.
Simple mistakes in your advertising copy can thwart your ability to attract a diverse range of talent. Ensure your job ads do not contain any ‘exclusive language’, such as ‘waitress’, ‘repairman’, ‘graduate’, or ‘mature’.
Using terms like these alienates otherwise valuable candidates, limiting the diversity of your job applicants. While you may wish to attract candidates of a certain experience/skill-level, it’s better to use ‘killer questions’ and keyword filtering to identify suitable applicants.
Talos is an all-in-one recruitment tool, making it easier to attract, hire, and retain a diverse range of talent in your workforce.
The platform facilitates anonymised hiring – allowing you to hide information on candidate profiles that may influence unconscious bias.
The video screening/interview suite within talos enables you to include more key decision-makers in candidate selection. This reduces the risk of individual bias, promoting equity across your hiring processes.
Discover an easier way to attract & hire a more diverse workforce:
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