How to avoid unconscious bias when hiring

Edited excerpt from The Boss Doesn’t Want Your Résumé ($$) by Rachel Feintzeig:

Research on unconscious bias has shown that information like a person’s name can affect how they’re viewed and subtly prompt managers to make unfair decisions.

So-called “blind hiring” redacts information like a person’s name or alma mater, so that hiring managers form opinions based only on that person’s work. Companies invite job candidates to perform a challenge — writing a software program, say — and bring the top performers in for interviews or, eventually, job offers.

Bosses say blind hiring reveals true talents and results in more diverse hires.

Notes:
(1) Thank you Persha Valman for the tip.
(2) “Unconscious bias” — cf. How to avoid hiring someone just because you like them.
(3) “Form opinions based only on that person’s work” — see (i) The best way to find out how good a candidate really is, (ii) How to run a job interview and (iii)  How to test job candidates for “learning agility”.
(4) However, there are pitfalls in testing and looking at past work — see The limits of trying to test people when you’re hiring and Don’t hire based on past experience.

One thought on “How to avoid unconscious bias when hiring

  1. Pingback: Removing unconscious bias from hiring decisions – focus on awareness | THE EQUITY KICKER

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