The Recruitment Process: Your Unconscious Bias Made Aware

The conversation around Diversity and Inclusion (D&I) in the workplace is gaining traction and unrelenting in this endeavour. Have you or your organisation considered how this filters into the recruitment process? And how you or your Human Resources (HR) department can address this? While companies try to manage and remove all forms of discrimination from their hiring process – the final hiring decision may be subject to and distorted by unconscious bias.

We are wired intuitively – our thought patterns and decisions follow an unconscious thinking process. Research proves that human beings are not immune to implicit (unconscious) bias. A 2018 journal article by Bergh and Hoogler indicated that in South Africa, implicit bias is embedded and continues to play a crucial role in manager-employee relations, especially in the context of “the Rainbow Nation.”

What is unconscious bias?

Unconscious bias is defined as prejudice or unfounded judgements favouring or against a thing, person or group compared to another, and typically in a way that is considered unjust. Several research reports suggest that this form of bias happens automatically as the mind makes quick judgments based on past experiences and background. The result of unconscious bias is that particular people benefit while others are penalised. Although we all have biases, most of these are usually displayed towards minority groups based on class, gender, sexual orientation, race, ethnicity, nationality, religious beliefs, age, disability and many more.

Unconscious bias in recruitment

In the recruitment process, unconscious bias manifests when one opines about a candidate based only on first impressions. It is closely related to affinity bias – in which someone tends to gravitate towards another who looks, acts and thinks as they do. Together these biases are experienced as a preference for one candidate or another because of culture fit – the likelihood that a candidate will conform and adapt to core organisational values and behaviours.

In the first stages of the recruitment process, a candidate’s Curriculum Vitae (CV) picture, name or even hometown can influence the decision-making process. Unconscious bias influences recruitment decisions, whether positively or negatively, with criteria irrelevant to the job.

Towards removing bias from your recruitment process

When hiring the best new talent for your organisation, unconscious bias can be a hindrance. A 2018 study by PwC assessed twenty job adverts seeking data scientists and analysts and found that 85% of them were masculine-coded. In South Africa, we continue to see our society and workplace in racial terms and in support of the Social Identity Theory (SIT), where members of various social groups tend to seek out organisations populated by members of their same groups.

To avoid unconscious bias, organisations worldwide are turning to technology to increase the diversity of their workforce. After all, 93% of organisations think that Artificial Intelligence (AI) will play an essential role in the recruitment process in upcoming years, and what better use.

Some tech and tools for you:

• Blind skills challenges – “blind applications” that remove details such as race, nationality, gender and age.
• Removing gendered wording – the gender implications (e.g. masculine-coded language) of specific words impact recruitment significantly
• Data-driven decisions – allow intelligent data insights to guide the recruitment process
• Advertising roles on new platforms – the future of online recruitment is mobile, and organisations should adapt accordingly

Unconscious bias is inescapable though preparing your organisation through meaningful tools and processes can significantly reduce its effect on recruitment. New technologies may provide valuable insight for the decision-making process, but even more critical is that diversity training is implemented to help recruitment managers consciously navigate their bias oversights.

Professional Sourcing specialises in executive placements within the African continent. Get in touch to find out more about current C-suite vacancies.

Professional Sourcing can assist with the recruitment process during and after the pandemic. Our team has a strong reputation for recruitment expertise within our specialisation areas. Visit prosourcing.co.za for more info.

Professional Sourcing can assist with the recruitment process during and after the pandemic. Our team has a strong reputation for recruitment expertise within our specialisation areas.

Professional Sourcing can assist with the recruitment process during and after the pandemic. Our team has a strong reputation for recruitment expertise within our specialisation areas. Visit prosourcing.co.za for more info.

Professional Sourcing has a strong reputation for highly developed recruitment expertise within our specialisation areas. We develop strong long-term relationships with our loyal clients. Allow us to help you deal with your frustrations of a lengthy hiring process.

Professional Sourcing is a top-tier South African-based recruitment agency operating internationally, IPM accredited, LEVEL 2 BEE RATED and 51% Black Owned.