When it comes to recruiting choices, 85–97% of hiring managers depend on their
gut feelings.
In their most recent recruiting procedure, just thirty-three percent of hiring
managers felt they were totally objective.
Names with Chinese, Indian, or Pakistani etymologies are 20% less likely to be
contacted for interviews in the US.
Diversity efforts are beneficial to their company's performance, according to
71% of employers.
Job postings using gender-neutral terminology attract 42% more competent
applicants.
According to 88% of recruiters, artificial intelligence will successfully
eradicate unconscious prejudice in recruiting.
Ways to lessen hiring's unconscious bias
Put in place a blind hiring procedure: To remove prejudices based on age,
gender, and race, remove identifying information from applicant applications and resumes.
Create job descriptions that are inclusive: Steer clear of gendered
terminology and concentrate on necessary training and credentials. Make sure your wording is
precise, succinct, and devoid of prejudices and preconceptions.
Make use of creative hiring practices: Investigate less biased alternative
assessment techniques including skill-based evaluations and structured interviews.
Don't look through profiles on social media: Pay more attention to the
candidate's credentials and experience than to their private life.
Keep an eye on the hiring procedure: Monitor important data and look for any
biases in the way decisions are made.
Collaborate with a hiring agency: To guarantee an impartial and equitable
procedure, enlist the aid of a seasoned recruiting organization.
Implement a hiring platform driven by AI: Use artificial intelligence (AI)
technologies to detect and reduce unconscious biases throughout the employment process.