Hiring & Recruitment Without Bias?

In the world of job hunts and job confirmations, there are many levels involved. From applying
for a job to interviewing for it, we meet many people along the way. However, despite the best
intention of hiring managers and those responsible for your job confirmation, there is a certain
level of unconscious bias that exists. Studies show that unconsciously hiring managers tend to
choose those that come from higher socio-economic status and also males over females,
without realizing that they are coming from a place of bias.
While HR departments work hard to ascertain the best candidate for a job and leave bias
behind, there are some more steps and helpful tools that could be put in place to eliminate or at
least reduce the level of unconscious bias that occurs when choosing who to confirm for a job:
AI is here!
Going through tons of applications can be tedious and time-consuming. However, with the
arrival of AI in our world, this has become a quick and easy task. Your assessment may be
biased without realizing, but an AI software sorts through profiles purely on the basis of
qualifications and skills; the first step cleared by automation. AI has helped give headhunters
and hiring managers a headstart in their hiring processes while still maintaining fairness and
diversity.
The right intention
As grown adults, we are all aware that a certain grade of bias is unconsciously held. But as
grown adults, we also must make an intentional effort to do something about it. As a hiring
manager, it is important to work on yourself to constantly shun bias as it enters the mind. The
best way to be intentional about hiring right is:

• Set diversity targets: Keep a rule intact about hiring a certain number of people from
  specific diversities instead of leaving the field open to just one culture. View competitor’s
  hiring data and see where you are lagging; fix the nuts and bolts and get your ship
  running too.
• Advertise in new places: Job boards are one place, but in today’s date there are various
  places people seek employment through. Visit cafes and post your requirements, online
  platforms like LinkedIn are helpful in finding a vast number of skilled candidates.
• Education everyday: Standards of hiring processes change every year, every few years
  and even sometimes every few months. Make sure to keep yourself updated on worldly
  affairs as well as how trends progress in people relations and how they view themselves.
  Strive to understand people better everyday and work on yourself as a manager.
• Standardized approaches: From interviews to assessments, make sure each candidate
  is treated in the same way. Avoid special treatments and overly prioritizing one set of
  candidates over another. This will eliminate the possibility of unconscious bias and keep
  the processes strictly professional.
  While reducing bias is an important part of hiring processes, ensure to always continue to
  educate yourself on how people progress all the time. The world is changing, and we must
  adapt and change positively too. Diversity, acceptance, bonding and togetherness is what we
  strive for. No matter where you are from, it is important to work for a better future together.
  Equity and inclusion must be a top priority for every HR department at organizations.