‘Unconscious bias’ in the field of recruitment and hiring is commonplace in most developed economies. For example, studies have shown that a ‘foreign’ named applicant will be 3x less successful in getting an initial job interview than someone with a duplicate CV but a more ‘local’ name.
But unconscious bias severely limits our ability to build optimal and diverse workforces that can innovate and compete on the 21st century world stage. And – with unprecedented talent shortages plaguing every single country in the OECD – we cannot afford to disadvantage the very job applicants who represent the best possible solution to our talent problems.
In this white paper, you will learn where your company’s recruitment processes are most vulnerable to bias. We’ll also give you a sneak peek at the results of the Employability Survey 2017 and provide you with a downloadable set of Employability Scores that you can use straight away for no bias candidate assessment.