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Candidates: Are you interviewing and need support?

February is a time to reflect, celebrate, and better understand Black history

For hiring leaders, it’s a time to revisit DEI initiatives, review performance metrics, and continue to create more equitable workplaces, especially for Black candidates and employees.

The traditional hiring process, whether intentional or not, has been shown to perpetuate systemic racism and bias against marginalized populations, including well-qualified Black candidates. The hiring process used to look like this: Scan a resume, do an interview or two, and find a candidate who was a “good fit.” Any manager would tell you that their “gut” knew who the right person for the job was.

This method is rife with unconscious (and often conscious) bias. People tend to more easily connect with others who are like them – be that gender, race, socioeconomic status, education, or their favorite football team.

By acknowledging that all humans hold unconscious bias, leading industrial-organizational psychologists and data scientists sought to develop a solution that could help mitigate bias while also delivering measurable business outcomes.  With more than 400 studies for adverse impact conducted every year, hiring managers can trust data – rather than “gut” — to find the best candidate for the role, regardless of gender, race, and other biases that have no bearing on someone’s competency.

However, hiring technology must be carefully and rigorously developed to minimize bias. Due diligence is essential any time you select a tech vendor. And if you’re about to trust your hiring and candidate experience to a tech partner, it’s doubly important.

To reduce bias in your hiring tech stack, we recommend you:

  • Look out for AI algorithms based on biased data.
  • Verify that the technology isn’t using controversial or illegal practices known to be unreliable, potentially unfair, or invasive.
  • Ensure AI does not evaluate facial features, vocal inflection, or scrape social media profiles.

This Black History Month, we challenge hiring leaders to acknowledge the decades of discrimination endured by Black candidates and employees. Then, ask yourself what you can do NOW to create a more equitable hiring experience.

Injustice anywhere is a threat to justice everywhere.” –Rev. Dr. Martin Luther King, Jr.

How is your organization moving toward a more equitable workplace?