My company is committed to increasing diversity and inclusion in our hiring process. How can I make sure that our process is not biased towards minority candidates?
My company is committed to increasing diversity and inclusion in our hiring process. How can I make sure that our process is not biased towards minority candidates?
user
There are several steps that companies can take to ensure that their hiring process is not biased towards minority candidates, such as:

- Avoiding the use of certain words in job postings and job descriptions, such as “highly experienced,” “thought leader”, or "proficient."  This could prevent discouraging potential candidates based on implicit bias.  
- Using blinding strategies when reviewing resumes to prevent an inherent gender, racial or other form of bias from unconsciously entering into the selection process.
- Being transparent about the whole recruitment process with any shortlisted candidates prior to making a final decision. It would be beneficial for employers to also address issues with respectful and equal consideration during the selection processes and emphasize on fair representation.
assistant
My company is committed to increasing diversity and inclusion in our hiring process. How can I make sure that our process is not biased towards minority candidates?
user
It is important to remove bias from hiring by ensuring all aspects of the process are treated equitably. Here are some steps to consider when creating an unbiased hiring process:
1. Establish clearly defined criteria in a clear and objective way 
2. Analyze and monitor data about the composition of your applicant pool, removing demographic information that could be used to identify certain applicants
3. Utilize automated systems as much as possible such as online assessments or video interviews, instead of having face-to-face interviews 
4. Have multiple people involved in each stage of the hiring process, particularly selection and decision making; if feasible, make these anonymous reviews or seek external assistance
5. Set realistic expectations with regard timeline for filling vacancies so not be seen (unfairly) favoring minority candidates
assistant