From the onset of our schooling years, all the education, learning, and training we receive tend to equip us with the skills we need to survive in the real world, and for most, these skills are essential to entering the job market. However, what happens when after your schooling, college, and possibly post-graduation years, you realize that the skills you have so strenuously acquired are not all that matter when you apply for a job; that there are other factors; ones you are not aware of or cannot change, that affect the chances you succeeding at getting a job after your recruitment process. For aspiring workers, dealing with biases at the workplace could prove to be a deterrent to productive and efficient work it is thus not only essential for companies to ensure that they are not biased in the day to day operations of their business but also during the recruitment processes.
Here are some ways you can ensure you avoid biases during the recruitment process for your company.
Neutral job descriptions.
During your hiring process, it is essential to outline for the aspirant exactly the type of employee you are looking for, along with the specific skills. There are multiple steps to ensuring you create a neutral job description in order to avoid biases, and they begin all the way from your advert. In your advert, it is essential to maintain objective language and to avoid the use of terms that could be considered as discriminatory. Ensuring that you focus only on the skills you are looking for and not being swayed by character traits that are not pertinent to the job at hand can help ensure you create a neutral job description. Additionally, you could attempt to avoid gender-specific pronouns that could imply a more restricted preference range.
Specify a range of candidates.
As important as it is to ensure you avoid biases in choosing who to employ, it is equally important to maintain objectivity while considering who not to employ as well. Job requirements should be strictly adhered to in order to ensure that no individual is given a position based on personal biases. For instance, if a job requirement has a certain CGPA requirement from potential employees, then only those who meet this requirement should be considered for the job. Individuals who have personal ties with members of the company or do not meet the criteria, in general, should not be considered due to the aforementioned external factors.
As important as it is for applicants to prep for interviews, it is also essential to ensure that the interviewer is well prepared to conduct the interview as well. Equality should be maintained in the questions that are asked to applications, and maintaining a similar question bank for all applications might help reduce the perception of discrimination from the interviewer.
Questions should be framed in a way so as to assess the talent and skill level of the applicant, and to check if they will be a good fit for the company. Any other factors should be left out of the assessment.
Providing feedback to applicants, including those who did not receive the job can help avoid biases during the recruitment process in a number of ways. First, it clearly outlines and documents the reasons for which individuals were chosen/not chosen for a job, ensuring a layer of transparency that does not allow biases to affect the recruitment process. Secondly, it does not suffice for a company to feel like they are being non-discriminatory in their hiring process and are effectively dealing with biases at the workplace; companies must also prove that they are in fact following a strict code of conduct in order to ensure they are not being biased. Providing feedback provides this required documentation that functions as proof of a non-discriminatory hiring process.
Applying for a job is an equally daunting process for both experienced employees as well as those that are looking to apply for their first job. When they have prepared extensively for the application and have spent vast amounts of time refining their skills, losing out on a job due to factors would not only be just, but these biases would also end up demoralizing it. Furthermore, if individuals feel like they have received the job due to reasons other than merit, they might feel like they do not deserve the job, which might also adversely affect productivity. It is essential to ensure a recruitment process that is free of any biases and acquires employees based exclusively on the meritocratic criterion.
Now that you’re all geared up to conduct unbiased and effective recruiting drives, you should simplify the process and find the right talent through Hirect. Hirect is a one-stop destination for all employers looking to select from an extensive talent pool from all sectors. With features like the ability to instantly chat with ‘talent’, as well as provide feedback makes it much easier to scout for talent and be confident in your choices as an employer. Additionally, the service is completely free and is available as a mobile application, making accessibility and hiring a breeze.