You can use to avoid unconscious bias

Stereotyping occurs when people use overly general and preconceived notions about certain groups of people to evaluate individual candidates. Implicit bias refers to unconscious attitudes and stereotypes that may influence decision-making. Age Bias Recruiters make assumptions about a candidate's abilities or qualifications based on his or her age. Gender Bias Gender bias occurs when people make assumptions about an applicant’s abilities or qualifications based on their gender. View recruiting questions for this position Email Marketing Manager.

These biases can have a significant impact on the hiring process, leading to unfair Phone Number List decisions that exclude qualified candidates and ultimately undermine diversity, equity, and inclusion in the workplace. How to avoid them? There are several strategies  in the hiring process. Developing clear performance standards and evaluation methods Setting specific, measurable standards for jobs and conducting ongoing evaluations of all candidates against those standards can help ensure that decisions are based on qualifications rather than unconscious bias.



Using objective measures such as aptitude tests and standardized interview questions can help reduce bias in the hiring process. Increasing the Diversity of the Candidate Pool Encourage and actively seek a diverse candidate pool. Involve multiple people in the hiring process Involving multiple people in the hiring process, including people from different backgrounds, can help reduce the impact of an individual's unconscious bias.