With unbiased recruitment becoming more of a talking point in the modern job market, we break down what it is, why it matters, and how to make your hiring practices more inclusive.
- What is unbiased recruitment?
- What are unconscious biases?
- Why does unbiased recruitment matter?
- The benefits of unbiased recruitment.
- Making your hiring process more inclusive.
What is unbiased recruitment?
In unbiased recruitment, you or your recruiter will assess, compare, and select candidates based solely on their suitability for the role. It’s a more objective approach to shortlisting and hiring, which removes the potential for discrimination based on protected characteristics.
This isn’t to suggest that recruiters and hiring managers are actively being discriminatory. But, unfortunately, no one is completely free of bias.
So, whether it’s intentional or not, factors including a candidate’s identity, age, race, or disability can affect their chances. This typically happens because of unconscious bias.
What is unconscious bias?
Unconscious bias refers to the automatic judgements people make about others based on, for example, their appearance, identity, or personal experiences. This involuntary pattern of thinking can affect decision-making and perceptions, leading to unintentional discrimination and unequal treatment.
There are five main types of unconscious bias we all need to be aware of:
- Affinity Bias: Favouring people we’re similar to.
- Halo Effect: Letting one great attribute positively influence what you think about a person as a whole.
- Horns Effect: Letting a negative attribute influence your perception of a person.
- Attribution Bias: Believing someone’s achievements to be because of luck, and their failings because of their personality.
- Confirmation Bias: Letting your judgements of a person be influenced by preconceived opinions.
More often than not, these ways of thinking affect people from marginalised social groups. Still, it’s important to recognise that anyone can be the object of unconscious bias. It all depends on the pre-existing stereotypes and personal perceptions a decision-maker might hold.
Why does unbiased recruitment matter?
By focusing on candidates’ qualifications and potential rather than their personal characteristics, unbiased recruitment ensures the best possible outcomes for organisations and professionals alike. So, not only is it an essential component of inclusivity, it’s also a beneficial business move!
That’s why, according to the Deloitte 2023 Global Human Capital Trends survey, 80% of organisations globally report diversity, equity and inclusion as top focus areas.
The benefits of unbiased recruitment
Within your organisation, unbiased recruitment can offer several significant benefits.
According to research by McKinsey & Company:
- 70% of people on the job market right now want to work for a company that’s committed to DE&I.
- 32% of jobseekers would not apply for a position at a company that lacked workforce diversity.
- Diverse companies are 48% more productive than their competitors.
- Better gender diversity can boost a business’s profitability by 25%.
So, not only does unbiased recruitment contribute to the overall inclusivity of your organisation, but also to its productivity, profitability, and ability to attract the market’s top talent.
Making your hiring process more inclusive
Of course, it’s one thing understanding the benefits of unbiased recruitment, and another thing entirely to implement it.
Inevitably, implementing unbiased recruitment will be a process for any organisation. But, one sure way to get there quicker is to work with an organisation that specialises in unbiased recruitment. That’s where we come in.
Our hiring process has been designed with diversity, equity, and inclusion at its core.
Driven by our exclusive digital shortlisting platform, Advocate 360, we can offer our client partners more information on the candidate than they’ve ever seen before, all while giving candidates the power to present themselves how they wish to be represented:
- Fully anonymous shortlists, so you can compare top candidates based solely on experience, potential and ability.
- Answers to pre-agreed competency questions.
- Cultural compatibility analysis.
- Interesting key facts, provided by the candidates.
How could your business benefit from access to a tool like this?
Get in touch today to book a demo! Let’s discuss how Advocate 360 can cut bias from your recruitment process and make your organisation more inclusive.
Call us: 0333 772 7200
