Biased hiring

How can one define covert bias?

Unconscious prejudices that influence our decisions and ideas without our knowledge are referred to as hidden bias. This might result in employment decisions favoring applicants based on unimportant characteristics such as age, gender, or ethnicity.

What impact can covert prejudice have on hiring?

Every step of the hiring process, from reviewing resumes to conducting interviews, may reveal hidden prejudice. For instance, a résumé with a name that sounds masculine can be regarded as more qualified than one with a name that sounds feminine. In a similar vein, interviewers could unintentionally favor candidates with similar backgrounds to their own.

Results of covert bias

Employers may overlook competent applicants due to hidden bias, which reduces the variety and innovation of the workforce. Additionally, it may provide job applicants undue advantages, excluding them from consideration for positions.

Actions to reduce covert prejudice in employment

• Blind hiring procedures: By deleting personally identifiable information from resumes, prejudice in the screening process is lessened.
• Assembling a diverse recruiting team: A more impartial assessment is guaranteed when people with different backgrounds are included.
• Interview structure: Standardized interview questions and forms can increase impartiality and decrease prejudice.
• Unconscious bias training: Bringing hiring managers up to date on prejudice can increase awareness and make recruiting choices more equitable.