Basic HR 101 teaches us that incorporating subjectivity into the hiring process is a quick way to the EEOC complaint line. Yet the reality is that because we’re human, not all bias can be eliminated. In other words, even the three monkeys occasionally hear, see, and speak evil in spite of their best intentions. So what are we to do?
With the help of HR thought leaders and funny guys Kris Dunn of Kinetics and Tim Sackett of the Tim Sackett Project, we shed light on the five most common (and inherent) hiring biases that plague recruitment. By directly acknowledging such issues we can train those involved in the hiring process to be more cognizant of their existence and, consequently, actively attempt to reduce their prevalence.
But we don’t just stop by bringing these 5 intuitive subjectivities to the forefront of your attention! Compliments of Dunn and Sackett, you’ll discover 8 great solutions that hiring managers can rely on to help combat natural bias. By engaging these opportunities, we can better ensure our EEOC compliance and minimize our rate of false positives – both of which get us closer to more efficiently and effectively finding the right candidate for the right job!