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Bias impacts how we see
candidates and often limits our ability

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to find and hire the best talent.

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Why?

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Because we often make
assumptions about the candidates.

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Everyone makes assumptions about others...

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it's a natural part of how we
interact with each other.

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Probably more times
than we'd like to admit,

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we let appearances impact the
way we think and treat others.

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However, in many cases those
assumptions are hidden or unconscious -

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we might not even know they're there.

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The challenge is that assumptions can
keep us from seeing the real skills

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and talents of potential candidates.

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Here are a few examples of
how bias can impact hiring:

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Studies show that White/Caucasian
sounding names on resumes

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get higher call back rates than
Black/African-American sounding names.

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A generational bias for or
against younger or older workers

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means you can miss out on new
ideas or great experience.

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Dismissing a candidate because
they are not a good "cultural fit”

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without exploring what that really
means is often unconscious bias

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against someone who
isn’t similar to ourselves.

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So, what can we do to minimize
our bias in the hiring process?

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Here are a few simple
things we can do right away:

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First, have a process, or
use software to remove names

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and addresses from resumes
before you review them.

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Second, create a check list to
ensure you ask each candidate

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the same questions and be sure
to be open to their responses.

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Lastly, adjust what your mind
is saying and the assumptions

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you are making about each
candidate as you interview them.

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If you put these simple tips into practice,

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you'll start addressing bias and increase
your chances of finding and hiring...

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The best talent.