Controlling Human Interaction to Eliminate Bias in Hiring
Is controlling human interaction in the hiring process the best way to ensure that the best candidate is offered the job?
Addressing the issue of eliminating bias from the hiring process, Harvard Professor Iris Bohnet says, "We should stop wasting resources trying to de-bias mindsets and instead start to de-bias our hiring procedures." Professor Bohnet advocates using "[w]ork sample tests, structured interviews and comparative evaluations" to thwart introduction of bias in the hiring process from personal interviews.
In an article for Harvard Business Review, Professor Bohnet criticizes unstructured interviews by panels as well as individual hiring managers. She cites credible research that subjective perceptions tend to undermine the objective of hiring the best candidate. For example:
Gender segregation in the professions has been linked to a mindset of self-replication; i.e., hiring managers tend to evaluate potential performance favorably based on perceptions that the candidate is similar to the manager;
Subjective evaluations of potential performance are generally unreliable indicators future performance; and
Reliance on stereotypes is more pervasive in general assessments of overall potential versus assessment on specific, job-related criteria.
Professor Bohnet recommends a highly-controlled protocol that relies on work-sample testing with objective performance measures and personal evaluations of responses to a single questionnaire administered by different people. The responses to the questionnaires are objectively weighted and ranked and the final candidates are culled before the hiring team meets to discuss the individual candidates.
Is it a fail-safe solution? No. However, it does remove the potential that personal bias will eliminate qualified candidates. Professor Bohnet encourages Human Resource professionals to "fine tune" the hiring protocol to ensure it meets the objectives and needs of their organization.
Contact us today to find out more about how we can help you hire your next best employee!
- Business (104)
- Company (34)
- Compliance Update (2)
- Customers (4)
- Education (19)
- Employee Benefits (9)
- Finance (2)
- Holiday (5)
- Human Resources (49)
- Legal Updates (3)
- Outsourcing (33)
- Positive Workplace (68)
- Products (3)
- Recruiting (11)
- Risk Management (7)
- Root (1)
- Solutions (53)
- Training (7)
- Wage and Hour (4)
- Wellness (33)
If you want to run a successful business, there's no better way to do so than by consulting successful business owners. This way, you get advice straight from the horse's mouth. After all, if you wanted to be in a successful relationship, you would probably take advice from someone who was already in a successful relationship. And if you wanted to write a book, you would probably take advice from someone who had written a book. The same goes for advice about running a business.
Chatbots are, for modern businesses, a gateway into the many uses of AI already up and running in the business world. These programs, developed through research into natural language processing, can imitate human conversation and solve tasks using an automated structure. Chatbots (bots is short for robots) can assist HR departments and leadership in several ways, particularly in highly repetitive tasks such as mandatory training, scheduling interviews, giving information about benefits, and other customer service needs. The HR chatbot programs have been specifically designed for the work of HR departments, and can be used across multiple platforms, such as company websites, email, and instant messaging and text services.
When an employee loves her job, she does better work. The employer keeps her busy with new challenges, and she keeps doing her job efficiently. Unfortunately, it doesn't always work out this way. Sometimes, the employee keeps going until she can't go anymore. An employee engaged with her work is a good thing, but burnout is a reality that should not be ignored.