Talent Attraction

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Top 5 Tips for Reducing Bias In The Recruitment Process

When it comes to finding a new hire, team fit is always crucial. Every company has their own ethos and values that they put above others, so it can be easy to fall into the trap of looking for people who are similar to the people you already have. However, fostering diversity and inclusivity is a strategic advantage. And there’s a way that you can hire for cultural fit and diversity. At HR Attract we specialise in finding and screening candidates based on their unique strengths to find people that have a great cultural fit, and bring diverse skills and talents to the mix. We explore some actionable strategies you can use in the recruitment and hiring process to reduce bias and unlock the full potential of diverse talent.

Create a job-specific checklist
Reduce bias by creating job descriptions that talk about the aptitude or skills a person will need for the role, use blind resume screening techniques (removing personal information like names, addresses, headshots, or any other personally identifiable information a candidate might have included), and implement structured interview processes. Focusing on job-relevant criteria and minimising subjective judgments can mitigate the impact of unconscious bias.

Leverage technology
Technology can serve as a powerful ally in combating bias in recruitment. Applicant tracking systems equipped with AI-powered tools can help identify and mitigate bias in job postings, resume screening, and candidate selection. Writing assistance tools can also help you screen for language that might be biased, for example, saying “guys in the team” instead of “everyone in the team” – though some people say ‘guys’ colloquially to say everyone, it can still be considered biased and put off applicants that aren’t male.

Training and Education
​Providing training and education on unconscious bias is crucial for cultivating awareness among HR professionals. By understanding the various forms of bias and their impact on decision-making, recruiters can make more informed and impartial judgments. Interactive workshops, case studies, and ongoing discussions can foster a culture of inclusion within recruitment teams.

Structured recruitment templates
A structured recruitment template ensures that all applicants are assessed against the same criteria, for their skills, knowledge and qualifications.

Accountability and measurement
To ensure the effectiveness of bias reduction efforts, organisations must establish accountability mechanisms and metrics for evaluating progress. HR departments can regularly review hiring data to identify any disparities and adjust recruitment strategies accordingly.
Reducing bias in recruiting is not just about compliance – it’s an opportunity to build stronger, more innovative teams that reflect the diverse perspectives of society and our communities. By implementing unbiased recruitment strategies, organisations can create a more equitable and inclusive workplace where every individual has the opportunity to thrive. It enables workplaces to evaluate talent on the merit of their skills, experience and fit for the role.

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