What’s more, unconscious biases can influence our hiring processes in ways we don’t readily recognize. This makes it hard for us to attract a diverse slate of candidates. It can also cause us to overlook qualified candidates who may not conform to our expectations. This course will help you avoid common pitfalls at every stage of your selection process.
Curated By: Amy C. Waninger
Over time, our biases become so central to our identities that we no longer consider them. These unconscious biases then drive our decisions and behaviors in ways we don’t readily recognize.
Take a moment to consider the importance of job descriptions and job postings in diversifying your company, team, and professional network. For many candidates, the first time they will learn of your organization is when they see a job description for an open position. It is from there that they will (hopefully) research your company. However, if you want a diverse slate of candidates to respond to your "help wanted" advertisement, you need to make that clear.
There is a significant talent shortage in many industries, and many companies struggle to meet aggressive recruiting goals. These companies may be in a rut: recruiting from the same professional networks, schools, or geographic areas for decades.
Unconscious bias can influence our hiring processes in ways we don't readily recognize. This makes it hard for us to recognize qualified candidates who may not conform to our expectations. Once you've ensured that your job postings are inclusive, it's time to take the next step in your selection process.
Putting the candidate at ease will help you get the best from them. Doing so will also reassure them that you are the kind of manager that truly cares about the people you hire. Because, of course, you are!
If you’ve done the hard work all along the way, making a final hiring decision is simple! Identify the highest-scoring candidate, and offer them the job.