That "Gut Feeling" About a Candidate? It Might Be Unconscious Bias.

Okay, let's be honest. We all want to think we're fair when we're hiring. But here's the thing: We ALL have biases. It's human nature.

We make snap judgments about people based on all sorts of things - their name, where they went to school, even how they look. It happens without us even realizing it. That's what unconscious bias is all about.

And it can seriously mess up your hiring process.

Why Unconscious Bias Hurts Everyone (Including Your Company)

• You miss out on amazing talent: Imagine passing over a brilliant candidate just because their name sounds "different" or they didn't go to a fancy university. It happens more than you think!

• Your company becomes less diverse: If you're only hiring people who look, think, and act like you, you're missing out on a huge range of perspectives and ideas.

• It's just plain wrong: Everyone deserves a fair shot. Period.

How Bias Creeps Into Hiring

The worst part about unconscious bias is that we often don't even know we're doing it.

Here are a few ways it can sneak into your hiring process:

• Job ads: Are your job descriptions using words that might subtly discourage certain groups from applying? Are your requirements unnecessarily strict?

• Where you find candidates: Are you relying on referrals from people who are just like you?

• Resume screening: Are you making snap judgments based on a candidate's name, university, or other personal details?

• Interviews: Are you asking different questions to different candidates (without even realizing it)? Are your first impressions (good or bad) clouding your judgment?

How to Fight Back Against Unconscious Bias (and Hire Smarter)

Here's the good news: You can reduce unconscious bias in your hiring. It takes effort, but it'll make your company stronger and more successful in the long run.

• Accept that you have biases: We all do. Acknowledging it is the first step.

• Check yourself (and your processes): Look at everything - your job ads, where you find candidates, how you screen resumes, and how you conduct interviews. Be honest: Could there be bias?

• Look in new places: Don't rely on the same old sources for candidates. Get out there and connect with people from diverse backgrounds.

• Hide the names: Try removing names and other personal info from resumes before you review them. This helps you focus on skills, not background.

• Ask the same questions to everyone: Develop a set of questions you ask every single candidate for a specific role. It keeps things fair and consistent.

• Mix up your interview panel: Include people with different backgrounds and viewpoints on your interview panel. This helps reduce individual biases.

• Pay attention to the data: Track your hiring data. Are you consistently overlooking candidates from certain groups? Data can reveal patterns of bias and help you make changes.

Building a Better Future Starts With Fair Hiring

Unconscious bias might be hidden, but its impact on your company is huge.

Are you willing to challenge your own assumptions and build a company that truly embraces diversity?

A more diverse, equitable, and inclusive workplace isn't just the right thing to do; it's the smart thing to do. It leads to better decisions, greater innovation, and a more successful future for everyone.

Ready to build a stronger, more inclusive team? Kabel can help. ➡️ https://kabel.my