How can you address unconscious bias in technology recruitment?

2 Diversify your sourcing and screening methods

Another way to address unconscious bias is to diversify your sourcing and screening methods to reach a wider and more diverse pool of candidates. You can use platforms such as LinkedIn, GitHub, or Stack Overflow to find talent from different backgrounds, locations, and communities. You can also use tools such as Textio or Gender Decoder to analyze and improve your job descriptions and avoid gendered or biased language. Additionally, you can use structured interviews, skills assessments, or work samples to evaluate candidates based on their abilities and fit, rather than on their resumes or personal characteristics.

3 Standardize your evaluation and feedback process

A third way to address unconscious bias is to standardize your evaluation and feedback process to ensure consistency and objectivity. You can use rubrics, checklists, or scorecards to rate candidates based on predefined criteria and competencies. You can also use blind or anonymized reviews to remove identifying information such as names, photos, or education from candidates' profiles. Furthermore, you can use data and evidence to support your hiring decisions and avoid relying on gut feelings or impressions. Finally, you can solicit and incorporate feedback from multiple sources, such as peers, managers, or mentors, to reduce the impact of individual biases.

4 Educate and train your hiring team

A fourth way to address unconscious bias is to educate and train your hiring team on the importance and benefits of diversity and inclusion, and the potential risks and costs of bias. You can provide your hiring team with resources, such as articles, podcasts, or webinars, to learn more about unconscious bias and how to mitigate it. You can also organize workshops, sessions, or simulations to help your hiring team identify, confront, and overcome their own biases. Moreover, you can create a culture of accountability and transparency, where your hiring team can openly discuss, question, and challenge their own and others' biases.

5 Monitor and measure your outcomes

A fifth way to address unconscious bias is to monitor and measure your outcomes and evaluate the effectiveness of your strategies. You can use metrics, such as the diversity of your applicant pool, the quality of your hires, the retention and satisfaction of your employees, or the performance and innovation of your teams, to assess the impact of your hiring practices on your organizational goals. You can also use surveys, interviews, or focus groups to collect feedback from your candidates and employees on their experiences and perceptions of your hiring process. By monitoring and measuring your outcomes, you can identify areas of improvement, celebrate successes, and adjust your actions accordingly.

6 Seek continuous improvement

A sixth and final way to address unconscious bias is to seek continuous improvement and adopt a growth mindset. You can recognize that unconscious bias is not a fixed or permanent trait, but a dynamic and changeable one. You can also acknowledge that addressing unconscious bias is not a one-time or isolated effort, but an ongoing and collaborative one. You can seek new information, perspectives, and experiences to broaden your understanding and appreciation of diversity and inclusion. You can also seek feedback, support, and guidance from others to improve your skills and behaviors. By seeking continuous improvement, you can foster a culture of learning and growth, and create a more fair and inclusive technology recruitment process.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?