City Personnel
Blind recruitment involves removing personal information from application materials, such as names, photos, and gender identifiers, to prevent these factors from influencing the initial screening process. This approach ensures candidates are selected based solely on their skills and experience.
A diverse interview panel can provide different perspectives and reduce the chance of bias influencing hiring decisions. Ensure the panel represents various genders, ethnicities, ages, and backgrounds.
Structured interviews, where all candidates are asked the same questions in the same order, can help remove bias by focusing on job-related factors. Compared to unstructured interviews, structured interviews provide a more consistent and fair assessment of each candidate’s ability to perform the job.
It’s essential to provide hiring managers with unconscious bias training. This training should be a part of professional development and emphasize the importance of recognizing and addressing biases throughout the recruitment process.
Implementing strategies to combat unconscious bias is not enough; their effectiveness must be monitored. Use metrics to track the diversity of applicants, interviewees, and hired candidates. Collect feedback from interview panels and candidates to understand where improvements can be made.