How to Recruit Diverse Candidates: Identify Your Own Biases First

Here are STORI jobs, we like to share thought-provoking articles with our subscribers.  One thing for sure, we tend to look outward for reasons why we are facing challenges.  One thing when trying to solve a problem is to look inward first.  Am I the problem?  This article explores the intrinsic biases in hiring and recruiting process and what are the steps necessary to overcome them.  Rhian Davie of wrote this intriguing article.

“How do I recruit diverse candidates?” is the question on almost every hiring manager’s mind. Why? For two simple reasons: A diverse workforce boosts revenueand improves workplace culture and productivity.

But businesses can’t recruit on diversity alone. Under laws enforced by the Equal Employment Opportunity Commission, it’s illegal to discriminate against race, color, religion, sex, age and many other protected characteristics. Recruiting solely on the basis of a diversity quota also puts you at risk of overlooking the most qualified candidates.

A better way of approaching diversity hiring is by identifying intrinsic biases in your hiring and recruiting processes and taking steps to address them. This should be the top priority for almost 80 percent of hiring professionals who say that diversity is now the most important factor in their hiring processes.

Recruiting and hiring biases are hard to overcome, but businesses who actively seek out diversity tools and software that strip away such biases will be able to build a more inclusive environment for hiring diverse candidates.

In this article, we’ll look at the different areas of the recruiting and hiring processes where biased practices can creep in, and how to recruit diverse candidates using the right software.

  • Common Recruiting and Hiring Biases
  • Practice #1: Posting Exclusionary Job Adverts
  • Practice #2: Relying Too Heavily on The Same Sourcing Methods
  • Practice #3: Using Unstructured Interview Methods

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