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How to promote fair hiring practices and build a diverse workforce

To remove bias from your current recruitment process, we’re going over three innovative methods of promoting fair hiring prac

The biggest hurdles hiring managers have when diversifying their workforce are ensuring fair hiring practices for everyone and extending their talent pipeline. Within a small HR team, things get difficult as there are way too few recruiters to take care of screening, interviewing, and talent assessment within given timespans.

The present solution to this problem is simple yet highly inefficient as it promotes bias and doesn’t ensure you’re hiring the right people. Currently, most companies stick to shortlisting candidates based on their resume and cover letter. This takes out candidates whose character traits aren't best reflected through a written message or those who didn’t go the extra mile to highlight all achievements in their profile.

On top of this, recruiters for high-demand roles such as web developers or sales professionals inevitably speed up the hiring process to fill the role as soon as possible. This creates extra problems like holding interviews with too few candidates, not getting more current team members to talk to potential hires, having less time to accurately assess the applicant's knowledge and skills, etc.

For a better alternative to your recruitment process, we’re going over three innovative methods of promoting fair hiring practices within your organization.

Reduce hiring bias through fair assessments

Having a single person review a candidate’s experience, skills, and personality poses a great threat to the fairness of the process. One straightforward method of reducing bias is getting more people [ideally future teammates] to participate and give their feedback during the first interviews.

But while this method does reduce bias, it doesn’t remove human bias completely. The fair solution? Transforming Zoom interviews into structured, high-quality assessments through Yobs. On one hand, you can record interviews and equip hiring managers with a Smart Assistant that guides their conversation. Yobs will then provide a structured analysis of job-fit with actionable recommendations. Another option is to have candidates self-conduct their Yobs job interview whenever they’re prepared so the recruiter doesn’t have to participate in the initial review and you can assess more potential hires within the same or even shorter timeline.

Tip: If you’re going to use the recording of an interview, always let candidates know you’re recording them and get their approval. For a transparent process, notify them that you’re going to use the recording for assessing their traits before the start of the meeting. This gives candidates enough time to prepare for the recorded interview and demonstrate their skills through various instances.

Make your hiring process more accessible

An accessible hiring process starts with the candidate’s first interaction with your company: the job application. You’ll want the job description to clearly outline all requirements and adapt them for applicants with mobility, visual, or hearing impairments. Additionally, the recruitment process should be listed through every step so the candidate knows exactly what type of interview or assessment they can expect next

But when hundreds of people apply for the same role, recruiters can lose out on potentially great talent they don’t have time to talk to.

Through Yobs, you’ll no longer have to schedule hundreds of video calls for the intro meeting. Instead, applicants can complete the interview according to their own schedule so everyone gets a fair chance at having their profile analyzed. On the recruiter’s side, Yobs lets you significantly reduce applicant screening time as it’s not necessary to manually review all the interviews.

Leroy Merlin uses Yobs to increase the number of interviewed candidates by 20% and reduce time-to-hire by over 30%. This made for a wider and more diverse talent pipeline that also improved the candidate’s experience and opinion of the company.

Ditch analyzing dozens of general skills by selecting only the traits that predict job success

Sticking to a classic list of soft skills when assessing candidates is a recipe for disaster. While this does give cues into culture fit, it distracts the interviewer from tapping into the skills that truly matter for the role. 

Each role should have a tailored list of skills and personality traits that indicate whether a person will be successful at that specific role or not. With Yobs, you can choose from our pre-built job profiles or create your own. Our job profiles even recommend the perfect interview questions and are proven to predict success on the job. If you choose to design your questions and test tasks, make sure they directly reflect what the role’s duties are and how life with your organization will look like.

As a best practice, keep the same list of traits when assessing different candidates for the same role. Maintaining consistent evaluation criteria eradicates implicit bias to help you provide a fair candidate experience.

Tip: Cut out any criteria that could create bias from the very beginning. When writing your job description, make sure the requirements are reasonable for all. If you’re directly going to mention you’re looking for someone with 8+ years of experience and education from a top college, you’ll greatly reduce your chances of finding the right candidate who doesn’t fit this “perfect” profile. Build candidate confidence by adding in a statement like “Feel free to apply even if you’re not 100% sure you're qualified, but you’d be excited to take on this challenge”. 

The Yobs reports go beyond the Big 5 to provide developmental insights in relation to work styles, teamwork, and values. Our personality scores are consistent with the published literature as they rarely show group differences. But the process isn’t entirely machine-based. We ensure fairness by having our expert I-O psychologists trained to follow the best practices for reliably evaluating responses.

Here’s a look at how the Yobs API scores for good and bad fit applicants:

Reale Group paired up with the Yobs team to select adequate questions and standardize its process based on the traits that were the most relevant for the open positions. As they started to interview and assess people at once, candidates were able to take the assessment on their own time, streamlining the process and letting every person’s true character shine.

Final notes on promoting a fair hiring process

Ensuring hiring fairness and diversity is a long-term process. The three above points are musts for removing bias and widening your talent pipeline. On top of this, here are some more go-to best practices that make for a fair and inclusive hiring process:

  • Ask for blind CVs. Remove demographic information, hobbies, and even education so you can focus strictly on analyzing skills and hands-on experience. You can even ditch the resume altogether and have applicants send their portfolio instead or take a small test.
  • Go beyond traditional job directory websites and look for bright talent in the places where they’re most likely to spend their time: Slack groups, industry websites, events that target the professions you’re looking to hire for, even subreddits.
  • Set off on the right note by ensuring your recruiters are trained to assess talent fairly and tracking their performance regularly. Looking at candidates’ feedback on Glassdoor or sending them a survey to review their application experience can give you all the insights you need to prevent any problems in the hiring process.
  • Make diversity part of your company culture. Apply diversity best practices into your day-to-day team activities. You can then showcase these through your blog, videos, or live events to straighten your employer branding efforts.
  • Maintain a good communication pipeline with all applicants. Keep in touch with everyone and don’t leave candidates hanging as they wait for feedback for weeks on end. Send them updates if you’re extending the recruitment process and share constructive feedback instead of automated replies. This will guarantee you’re not reducing your chances of having the same candidate apply for another role within your company in the future.