Our friends and Integration Partner, JobAdder has just published an article focused on overcoming bias in recruitment. This often unconscious factor can play a considerable role in the recruitment process and has far-reaching implications.
What’s the problem?
A rose by any other name…we are missing out on quality candidates who may be perfect hires…simply because they have an ‘ethnic sounding’ name…something is wrong with this picture and we should be working towards changing this right?!
This is in response to the fact that in America companies are 50% more likely to call a minority applicant for an interview if they submit a “whitened” CV rather than those who reveal their race.
The scary thing is that it is literally happening the world over! A 2011 study out of Canada showed that those with a Chinese, Indian or Pakistani sounding name were 28% less likely to be invited to interview than those with an English-sounding name, despite having the same qualifications. Similarly, the Australian National University sent out 4000 fake job applications for
Benefits of a culturally diverse workforce
This bias that seems to be inherent
There are many business-driven statistics to support hiring a diverse workforce.
“Decades of academic studies have shown that socially diverse groups are more innovative than their homogeneous counterparts. When people from different backgrounds, genders, and races come together to solve problems, they bring with them different information, opinions, and perspectives. This mix of perspectives brings a grab-bag of benefits to the table, including:
- Enhanced creativity
- Fuller understanding of market issues
- Fresher ideas
- More spontaneous breakthroughs”
“Any time you bring together diverse perspectives, it just creates a bunch of
It is not just a moral issue but a business success factor!
How do we overcome this?
So how can recruiters overcome this bias? Some articles suggest using “blind” CV’s where the name, gender, age and ethnicity are removed to allow for a true assessment based on the individuals credentials. While this sounds like a reasonable way in which to assess your candidates, the admin involved in stripping down a CV, reviewing, then pulling contact details back in etc can become rather laborious and time-consuming, especially if your roles attract a high volume of candidates.
Others suggest contacting the applicants to gauge their verbal communication abilities. This will give you a general overview of their communication abilities although is still rather subjective and there is no guarantee that the person you are speaking to is
The process of calling every applicant soon becomes very time
Another option to look at is the use of technology, we are so lucky in the talent sourcing world that clever people are always striving to make our lives easier through technologies! Fluent IQ is one such company, they have designed technology that allows for a near to instant assessment of someone’s English Language communication abilities. There are options for a robust speaking, listening, reading and writing assessment alongside the streamlined version which focuses on verbal communication skills. Scientifically robust, easily accessible, affordable, security controlled and timely means that this is a piece of technology that can easily be inserted into your hiring process. Even better is that they have integrated with JobAdder.
With a slogan of “no bias”, this crowd is helping us to make smarter, lower risk hiring decisions – a journey we can all get on board with!
We are fully integrated with JobAdder who provide recruitment software, simplified. To find out more about what they offer and explore a smart solution for recruiters check them out here
To view the original article please see here