Written by: Team PredictiveHire
Does diversity start with the way you hire?
To find out how to interpret bias in recruitment, we also have a great eBook on inclusive hiring.
In the last month alone, four well-known consumer brands, including Netflix and Hubspot, have published their glossy self-assessments of their progress against Diversity and Inclusion.
If you look at the hard data, though, there is still so little real progress despite so many initiatives and positive intent.
The recent Bersin report shows that, surprisingly, diversity in the U.S work context is going backwards.
That’s because it has to involve some discomfort that cannot be avoided.
One of the first things companies need to do to improve Diversity and Inclusion is to scrutinise their hiring and promotion process.
- Are you relying 100% on human judgement? Decades of research has proved we are biased, especially in hiring.
- Is there any objective data captured about the candidate to ensure a fairer and smarter decision? CV data does not count as objective data; neither does having five subjective viewpoints on a candidate from 5 different interviewees.
- Are you using screening tools or assessments like video interviews? These exclude large chunks of the candidate pool, i.e. introverts, people with autism, people of colour, people who don’t like playing games.
A recent post about the impact of non-inclusive hiring on a 21-year-old job-seeker attracted 35k views and countless efforts to help him find a job.
It was great to see, but what about the other few million candidates out there who haven’t had the benefit of a social media post to get a job?
Unless we solve the root of the problem, the post achieved little.
Inclusiveness is often a journey, but the most immediate thing we can all control is removing bias from hiring and promotion.
This is literally something that you can start doing tomorrow. Addressing systemic bias is more complex but removing unconscious bias is something we can solve for now.
Get me out of here!
From a candidate’s perspective, applying for a job is demoralising and exclusive. It often involves playing a game, glamping up for a video interview, mind-numbing multi-choice questions, only to be ghosted 99% of the time.
We have been speaking about candidate-first for a decade, now is the time to do it.