Even though organizations and companies strive to establish a diverse culture, they often follow a manual approach to hiring, resulting in unconscious bias. But using an ATS in recruitment can help eliminate that problem.
Involuntary bias might be innate to human nature but can cause irreparable damage to business success, productivity, and growth. Hence, companies must recruit and develop teams of diverse workers.
They can use an ATS to curb unconscious stereotypes, preferences, and prejudices to achieve that. Here's how companies can effectively lower bias using top-notch tech.
1. Avoid Using Gendered Language
Recruiters often use gendered nouns or words with that implication when creating their job ads. However, that can harm the recruitment process and hiring.
For instance, jobs with language that implies it's male-dominated will typically put off women from applying. Terms such as confident, strong, and active often appeal to fewer women job seekers. But a recruitment platform can filter out gender-biased words, ensuring equity and inclusion.
2. Introduce Blind Job Applications
Traditional hiring methods would ensure that hiring managers are always the ones who receive candidates' job applications. Thus, information included their photos and more sensitive details, such as age, gender, and race.
You can prevent this problem by introducing blind job applications and removing data that might trigger biased decisions.
For instance, an ATS streamlines the recruitment process and drives data-oriented choices, making that easier.
3. Implement a Structured Interview
After shortlisting candidates, recruiters move to interviews but typically use an unstructured approach. That makes candidate benchmarking challenging and may allow unconscious bias.
However, structured interviews ensure recruiters use the same markers to assess job applicants. Using an ATS in recruitment helps develop and structure standard queries to determine candidates' abilities, knowledge, and experiences.
4. Introduce Management Diversity
Nurture a human-based approach to recruitment by introducing diversity management. For example, diverse managers can run interview panels to reduce hiring bias.
Your management team should come from all walks of life, as that helps accomplish better results.
5. Establish a Cross-Functional Candidate Interview Team
This team would make a significant difference and remove unconscious bias and preferences. Organize regular meetings and help them brainstorm solutions and ideas for identifying and excluding bias. A hiring automation platform will help you schedule interviews and send timely notifications to all parties involved.
6. Establish Business Goals
Set business objectives and missions to help relevant parties understand the importance of waiving unconscious bias. That will also clarify how diversity contributes to the bottom line and why employees should promote it.
Moreover, companies should explain what diversity means for them and how it plays out in the real world. They should also assess their workforce makeup to tap into employee representation.
7. Ensure Data-Driven Decision-Making
Data-driven insights can help prevent unconscious bias from hindering the recruitment process. Companies can quickly and efficiently hire and onboard qualified and diverse candidates by using a recruitment platform with AI-driven reports and analytics.
Predictive assessments and suggestions can help HR professionals find and engage top talents. Leveraging an ATS in recruitment allows you to rank top job applicants and connect them with matching job positions.
Although unconscious bias and preferences are among the most pressing problems in recruitment, you can eliminate them by using recruiting software. This tech will help you establish data-driven hiring and nurture diversity and inclusion.
Do you want to know how HireTalent can help curb hiring biases in your recruitment process and assist HR managers in hiring the best candidates?