Bias is a common human experience but has no place when hiring staff. When employers select to bring individuals on board, all applicants should have the same opportunity. However, the effect of unconscious bias in background checks and their evaluation can complicate that effort. Hiring managers could discriminate unfairly against applicants without a proactive hiring process.
Our latest white paper examines the phenomenon of unconscious bias and explores how it can influence the hiring and screening processes. We discuss the benefits of pushing back against prejudice and explore mitigation strategies. Continue reading for steps you could implement to emphasize fair hiring practices.
Everyone has preconceptions—purely human nature. Bias is not inherently detrimental either—it is a part of what differentiates our perspectives. However, unchecked bias can lead to prejudice and even discrimination. There are many places where, as a society, we agree that bias has no place. However, unconscious and unacknowledged bias is still a problem in many areas. It’s especially true in employment, where unconscious bias in background checks can be a serious issue.
To mitigate the impact of bias, we must first recognize and understand it. Without such efforts, prejudice creeps in quickly and unnoticed. Consider the courtroom as an example. We select juries through a careful selection process to identify biases that could affect the outcome of the case. Likewise, judges must work to consciously set aside their own thoughts and feelings to be impartial. Though the stakes aren’t as high as a trial, hiring managers must make similar efforts nowadays.
Without a concerted effort to recognize and root out bias, organizations can undermine themselves, not achieve their full potential, and fail to establish a free and fair company culture. A lack of diversity can develop, which in turn can lead to limited perspectives and decreased effectiveness. Simultaneously, it is still vital to use background checks appropriately—they are a fundamental part of your due diligence. How can you balance these competing interests in your recruitment process?
This white paper examines how bias can impact your screening and hiring processes. We’ll explore why unconscious bias must not become normalized in your workflows. We’ll also discuss some mitigation strategies you can implement in your company.