How to Remove Bias From Your Hiring Process
- 1. How to Remove Bias from Your Hiring Process May 23, 2018
- 2. HR Redefined Live Namely Event June 7th–8th, 2018 New York City, NY Register at hrredefined.namely.com For event information, visit us at Namely Library Namely Events Hired Resources Upcoming events Impact the Gap Panel Discussion and Networking Live Hired Event June 13th, 2018 Seattle, WA Register at resources.hired.com/impact-the-gap-seattle/
- 3. What is Unconscious Bias? Bias in the Interview Process Bias at Salary and Offer Stage Empowering Employees to Combat Bias Agenda
- 4. Nidhi Gupta Senior Vice President of Technology, Hired Maia Takarabe Talent Acquisition, Namely Ellen Frank Talent Acquisition, Namely
- 6. Unconscious bias is the brain’s tendency to take mental shortcuts, relying on observed patterns (including cultural stereotypes) to quickly and subconsciously process information (Greenhouse, 2017). What is unconscious bias?
- 7. bits of information every moment 11 million of information We receive We can consciously process 40 bits Therefore, 99.9% of our thoughts are unconscious How much information can we actually process?
- 8. Creating awareness allows us to make better decisions, create an environment where everyone can share their ideas and opinions, and build a more diverse and inclusive company. Why should we be aware of unconscious biases?
- 9. Unconscious bias in the hiring process Gender Bias School Bias Racial Bias Affinity Bias
- 10. Interview Process Bias in the
- 11. Interview team selection Resume and profile review Culture “Fit” vs Culture Add Where can bias appear in the interview process?
- 12. Questions surrounding an applicant’s ability to perform specific job duties: ● Physical requirements of the job ● Non-medical qualifications and skills ● How they would perform job tasks What is it OKAY to ask?
- 13. What is it NOT OKAY to ask? ● Questions that will reveal whether the applicant is part of a protected class: ○ How did you get that scar? ○ Are you considering starting a family? ○ Do you celebrate Christmas? ○ Are you married? ○ Does your family have a history of cancer? ○ Did you participate in the Vietnam War? ○ Which bathroom do you use? ○ Have you had any problems with law enforcement? ● Questions about salary history
- 14. Ignore it and do not use the information in hiring decisions Exception: Current salary - in this case, write in your scorecard/feedback sheet “candidate voluntarily disclosed salary” What should you do with unnecessary information?
- 15. Salary and Offer Stage Bias at the
- 16. of women surveyed reported that they had found out they were paid less than a peer of another gender in the same role The wage gap is a big issue 54%
- 17. of the time men are offered higher salaries than women for the same role Companies share part of the blame 63%
- 18. of the time women are asking for less money However, we also need to empower female candidates 66%
- 19. of candidates surveyed indicated their interest in working for an organization would be impacted if a company received negative attention for having a gender wage gap Competitive Recruiting Advantage Not only right, but right for your business Over 75%
- 20. How can you solve the problem at your company?
- 21. ! Establish a compensation philosophy Collect and look at the data Commit to pay equality Don’t stop making it a priority Communicate your results widely
- 23. Training will ensure that ALL employees are Creating a positive candidate experience Mitigating bias and risk Making data-driven hiring decisions
- 24. 1. Recruiting 101: Systems Training 2. Recruiting 201: Hiring Fundamentals ○ Overview of the recruiting process ○ Submitting feedback ○ Legal pitfalls 3. Recruiting 301: How to Hire Top Talent ○ Use of the STAR method to evaluate values and competencies Interviewer training framework
- 25. Blind resume reviews Use of Technology Implement a value system What else could your HR team be doing?
- 26. 1. Broaden your search 2. Ignore pedigree - school and company 3. During candidate debrief, focus on assigned competencies and scores 4. Ensure your technical interviews are fair to all candidates 5. Don’t surprise candidates 6. Make reasonable accommodations, if requested Technical/Hiring Manager do’s and don’ts
- 27. Question your first impression ?
- 28. Interested in learning more? Namely is an all-in-one HR, Payroll, and Benefits platform created to help mid-sized companies build a better workplace. Namely is used by some of the world’s most innovative and exciting companies in media, technology, commerce, and more. Hired is a career marketplace that intelligently matches tech talent with the world’s most innovative companies. We combine cutting-edge technology with unbiased career coaching so both talent and employers can find the right fit, faster. We are on a mission to find everyone a job they love.
- 29. Audience Q A