All the organizations are in a constant hunt for the best available talent, yet their hunt might get influenced by an unconscious bias. It is human nature that every person has his/her own unconscious bias, but it can be an obstacle when it comes to hiring the ideal candidate for your esteemed organization. To get rid of this, companies across the globe are embracing a tech-driven approach to promote the diversity of their manpower and make sure they recruit those who are well-suited for their business.
Let us take a deep dive into the technology and tools that can help eliminate bias from your hiring process.

Eliminate Bias-triggering Info

CVs are the primary way of introducing a recruiting manager to the potential candidates, yet there are specific details in CVs that can result in unconscious bias. One way to avoid this is to introduce blind applications that eliminate info such as gender, nationality, race, and others that can trigger unconscious bias. 

Certain tools like GapJumpers make this task easier by removing CVs from the application procedure entirely. Used by prominent news & media behemoths, this online tool enables recruiters to form customized tests that imitate the requirements of the job profile per se. The employers, then, review the applications and candidates are qualified for the interview round as per their respective scores.

Not only do these online tools tackle gender imbalance, but also they can ward off bias formed via ethnic and educational background, as well as age.

Let Data Influence your Decisions

Another way to curb the impact of your unconscious bias on your hiring process is to let new-age data analytics platforms influence your decision-making skills. Experts recommend tools like Entelo for clients to generate new and diverse talent with the appropriate skill sets in lesser time. Preferred by Facebook and Visa, the SaaS platform leverages predictive analytics, big data, and social indications to aid employers to search and interact with the candidate. 

These intelligent data services enable hiring managers and recruiters to prefer talent based on active vacancies and contain numerous features including, a ‘more likely to move’ option, that evaluates the odds of the talent switching jobs.

Keep It Organized

As soon as the interview process starts, employers are usually tempted to shift towards an unstructured interview session to understand the candidate in a better way. But in reality, unorganized interviews can make it tougher for employers to set a fair benchmark for candidates, thereby tickling with the unconscious bias. 

Forming an organized or structured interview process that assesses every applicant unbiasedly makes sure that they are all evaluated based on the same parameters. The easiest way to do this is to follow a certain questionnaire for all the applicants and not deviate from it. Such an approach can help decrease subjectivity and enable aspirants to be tested against others on the responses they give.

A Blend of Human-centric Approach

It might seem a daunting task to address unconscious bias sans the support of the novel hiring solutions, but if you are still going for a human-centric approach, then consider including interview panels in your hiring process. Creating a panel that is decorated with colleagues belonging to different ethnicity, gender, or socio-economic profile can assure the mitigation of personal unconscious biases and encourage you to analyze a candidate from a broader viewpoint and make a comprehensive conclusion.