3 Inclusive Hiring Practices That Reduce Bias
The hiring process involves candidates and interviewers with a wide range of perspectives, backgrounds, and experiences. Traditional hiring standards may unintentionally introduce bias, which can lead to missed opportunities for job candidates. Companies can adopt innovative approaches and tools like interview intelligence to reduce bias and create an equal-opportunity recruitment process. Here are some inclusive hiring practices that help reduce bias:
1. Structured Interviews
Structured interviews are an effective tool for reducing bias, as they involve asking each candidate the same questions. Traditional interviews might have questions that vary widely between candidates, whereas structured interviews follow a standardized set of relevant questions. This approach makes sure all candidates are evaluated using the same criteria. It also makes it easier to compare responses and reduce the influence of unconscious bias.
At Pillar, our team utilizes AI-powered interview intelligence to create structured interviews that focus on specific skills and qualifications. Interviewers prepare a set list of questions that are aligned with key functions of the job description. By asking the same questions, hiring managers can avoid being swayed by factors such as personal similarities, backgrounds, or appearances.
2. Skills-Based Hiring
Skills-based hiring focuses on a candidate's abilities and potential. It allows the interviewer to look beyond traditional qualifications, such as degrees or past job titles. This method emphasizes what a candidate can do rather than where they’ve been or who they know. It helps hiring managers discover talent from diverse backgrounds. Skills-based hiring also assesses applicants based on their ability to perform specific tasks relevant to the job. Rather than relying on resumes, the interviews can incorporate skill assessments, simulations, or work samples to gauge a candidate’s capabilities. These evaluations help predict how well an applicant will perform in the role, offering a more accurate and unbiased assessment of their potential.
Focusing on skills allows organizations to access a broader pool of talent. It helps identify potential employees who might not follow traditional career paths or have access to advanced education. By shifting the focus to actual job-related abilities, skills-based hiring helps create opportunities for candidates who might otherwise be overlooked.
3. Interview Intelligence
Interview intelligence is a tool that enhances hiring practices by using data and technology to analyze interviews and reduce bias. It offers real-time insights into interview performance, helping hiring teams make more informed, data-driven decisions. This tool also records and transcribes in real-time. It can identify patterns of bias in the questions asked, the language used, and the way candidates are evaluated. If an interviewer consistently interrupts certain candidates or asks different follow-up questions based on unconscious bias, the system can flag these behaviors and suggest corrections.
The software can also provide feedback on how well the interviewer sticks to the structured questions. This information allows hiring teams to make sure all candidates are given the same opportunities. Using and integrating this technology into the hiring process will help organizations mitigate bias so that hiring decisions are based on objective data.
Use Pillar for Inclusive Hiring Processes
Reducing bias in the hiring process offers a strategic advantage for companies looking to build diverse, innovative, and high-performing teams. By implementing structured interviews, adopting skills-based hiring, and integrating technology, organizations can create a more inclusive recruitment process. Tools and solutions like those offered by Pillar provide companies with the resources they need to make more equitable hiring decisions. Contact one of our team members today to learn more.
