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We Need to Talk About Unconscious Bias

Modern Hire
job interview

This white paper provides an excellent synopsis of unconscious bias, starting with its definition, an overview of the types and strategies to address unconscious bias on both an individual and company level. The findings are from a preliminary research study with Sonru Video Interviewing clients on Assessment and Interview Training, focusing on how Video Interviewing protects against unconscious bias. Some Sonru Video Interviewing client vignettes are also included.

What is Unconscious Bias?

Unconscious biases are prejudices we have but are unaware of them. They are “mental shortcuts based on social norms and stereotypes.” There are more than 150 identified unconscious biases, making the task of rooting them out and addressing them daunting

Findings: Sonru Client Video Interviewing Assessment & Training Survey

Assessing Applications 

  • 27% invite candidates to submit standardized application forms rather than CVs 
  • 77% define the criteria for the post before applications are reviewed 
  • 47% feel confident that anonymous shortlisting would deliver the same shortlist

Unconscious Bias Testing and Training

  • < 10% of the Assessors are bias tested  
  • 20% provide training around Unconscious Bias 
  • 10-20 mins typical amount of time devoted to Unconscious Bias training

How Video Interviewing Protects Against Unconscious Bias

The advantage of Asynchronous Video Interviewing is that it is Transparent, Consistent, Objective, and Documented. All candidates are asked the same questions and given the same time to view and to respond.

“When speaking to someone on the phone, there may be language issues, a bad connection, or the interviewer might be distracted or entering the conversation with some biases. All this risk is removed with a standardized process which is respectful and fair – all candidates are asked the same questions in the same manner – there is no difference how we treat candidates.”

WestRock 

This Whitepaper was created by Sonru Video Interviewing and included contributions and research gathered from Sonru clients and candidates between 2011 to 2020. 

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