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How to de-bias hiring

Teresa

During my recent MBA I came across behavioural economics - and it was a light-bulb moment. It is how, and why, people do/think/react the way they do; part economics, part sociology, part psychiatry, and part sheer magic.

Below is a link to an article on the BehaviouralEconomics.org site on how to take the bias out of recruitment, and like so many BE theories it's blindingly obvious once it's been pointed out. They are looking at how using selective information, or even using 'dummy' applicants, can help in the decision making by negating our natural biases. The authors' research reveals that how recruiters think about and evaluate people is not fixed, it depends on the context in which they're being evaluated - specifically in the context of other people. 

'Want to Debias Hiring? Change What Hiring Managers Focus On'

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  • It's a useful article - once we get as far as the interview. What it doesn't address is the candidates who are missing - having selected themselves out on the basis of the initial advert/vacancy notification. That might include the almost 2 million people who will not apply if the job does not specifically offer flexible working; or the women who might consider the recruiter is looking for men because of the wording used.
    (What I'm trying to say is that hiring bias starts long before we get to an interview.)
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  • It's a useful article - once we get as far as the interview. What it doesn't address is the candidates who are missing - having selected themselves out on the basis of the initial advert/vacancy notification. That might include the almost 2 million people who will not apply if the job does not specifically offer flexible working; or the women who might consider the recruiter is looking for men because of the wording used.
    (What I'm trying to say is that hiring bias starts long before we get to an interview.)
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