Eliminating Biased Decisions While Recruiting Candidates – Why & How? – WalkWater Talent Advisors

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Finding a job is much tougher for a woman than it
is for a man. Why is that so? Even though we
have moved far ahead of the conservative beliefs
of our fathers and forefathers, we still havent
brought equality around. Women are still facing a
difficult time when looking for jobs.
Where the chance for a man to grab a job
opportunity is more than 75, for a woman it is
a mere 50. We still see majority of employees
being men in almost every industry. But, it has
been well researched that companies with diverse
teams are on an average more profitable. So,
when you want to see profitable results for your
company, make sure to follow these two
fundamental rules. Writing an appropriate job
post Beginning a candidate search often always
begins with writing a job post. Within your job
post, youre mentioning all the important traits
youre looking for. This is where you either
include every talented person, or you keep bias.
The words put into the job post itself decide on
what youre focusing on. The language you use
becomes
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important, affecting whether a candidate feels
welcome or unwanted. The goal of your job post
should be to encourage every qualified candidate
to approach, without discouraging anyone. For
instance, words like dominant and competitive are
more manly, and words like supportive and
compassionate are more feminine. So, even though
you may not do so on purpose, you must be very
careful about using some particular words in
your job description. What you should do First
and foremost, you must eliminate words like
competent, confident, adventurous, dominant, and
all such gendered words. Next, you must invite
every kind of individual to approach you, which
include men, women, minorities, people from all
backgrounds, and people with disabilities. Using
a common structured interview process It is
natural for interviewers to just look at a
persons name, city, or religion, and make a
biased image about him or her. Subconsciously or
not, interviewers have been seen to discriminate
based on candidates names, race, gender, and
religion, when screening resumes. Doing so only
eliminates your chances of getting some of the
best candidates. It isnt necessary that a person
is bad or not worth it only because he is of a
particular race, caste, religion, or background.
Every individual has his own capabilities and
skills, which shouldnt be ignored. What you
should do You must ensure to use structured
interviews for each candidate, asking the same
standard questions, and making them applicable if
their skills and credentials are apt for the
job. One of the best ways to reduce biased
decisions is by eliminating candidates names
and other related identifying information before
being interviewed. People of dark colour, women,
and lower castes have seen to be leaving their
jobs or industries altogether much sooner than
the rest. When asked, they share their
experiences of discrimination, isolation, and
stalling. We can see how bias remains to be a
consistent factor. Bias is thus a poisonous
venom, which you should eliminate as an
employer, if you want to build a successful
team. WalkWater Talent Advisors can prove to be
your perfect partner here. As an organization,
WalkWater firmly believes that the adoption of
diversity in the workplace can bring results
like none other. They help clients consider the
kinds of
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diverse talent that can add to the business
culture, while mapping diverse talent and
building a pipeline of diversity leaders across
levels and functions. This way, companies have
brought a proactive approach to their diversity
and inclusion strategies, reaping fruitful
results, and confirming that WalkWater Talent
Advisors is one of the best recruitment
companies in India!