You are biased but then, so am I. First step is to acknowledge that everyone has them whether consciously or unconsciously Few easy steps that can help foster a more equitable hiring process are: 1. Standardise interview process 2. Focus on skills and experience 3. Inclusion of diverse recruitment panel 4. Train the interview on identifying and mitigating their own unconscious biases

Having interviewers from diverse backgrounds and different departments, and levels within the company can provide a broader and different range of perspectives, making it less likely for individual biases to dominate the evaluation process Establish a feedback loop where interviewers can discuss and reflect on their decisions post-interview. This practice encourages transparency and accountability, allowing for constructive criticism and the opportunity to identify any potential biases that may have crept into the evaluation process. By regularly reviewing and discussing how candidates are assessed, you can continually rephrase your approach to ensure fairness

Train your team and raise awareness around bias and unconscious bias and keep training. Use an assessment tool to help standardise your process this will remove bias from using CV's. We all have some form of bias so try and have more than one person involved in the process for different opinions and views and try to have people from different backgrounds involved. Think about the information you collect at the beginning of the recruitment process, if you are gaining information that enables you to be bias then maybe it should be removed to start with.

Recognizing bias involves self-awareness and proactive measures. Reflect on your own beliefs and acknowledge that biases exist. Participate in unconscious bias and diversity training to understand common biases like affinity bias, confirmation bias, and the halo effect. Examine past decisions for patterns that suggest bias and seek feedback from colleagues to identify blind spots. Use clear, objective evaluation criteria and involve diverse team members in decision-making processes. Be mindful of first impressions and question initial reactions. Regularly engage in these practices to effectively recognize and mitigate bias in your evaluations.

Structured interviews ensures consistency and fairness in the evaluation process. This method reduces the risk of unconscious bias influencing the assessment since every candidate is measured against the same criteria. In my experience, this approach not only helps in making objective comparisons but also allows for a more straightforward and transparent decision-making process. Additionally, structured interviews often include behavioral and situational questions that provide deeper insights into a candidate's competencies and cultural fit. By combining structured interviews with other strategies like recognizing bias, scoring consistently, and involving diverse panels, we can enhance the fairness and accuracy of their hiring process.

By following a structured interview pattern with clear evaluation criteria (level, scale, depth and breadth) and standard set of questions, the assessment can be unbiased.

Scoring is always subjective. However, having a benchmark (a top candidate or at least an image of a top candidate) makes everything easier. You can even assess somebody from your organization against a pre-agreed competency model to understand what good looks like. If you do it properly, it will be extremely easy to map candidates against one another.

Pontuação consistente é fundamental para eliminar o viés dos critérios de avaliação. Utilize uma escala padronizada e objetiva para avaliar cada candidato com base nos mesmos critérios. Treine os entrevistadores para garantir que todos apliquem as mesmas métricas de forma justa. Além disso, promova discussões entre os entrevistadores para alinhar entendimentos e minimizar interpretações subjetivas. Com uma abordagem rigorosa e transparente na pontuação, você promove um processo de seleção mais justo e baseado em mérito.

Diversity is a good thing to do, however, you must always remember that the process needs to be efficient and not overloaded with extra steps. Normally, it is enough to have three opinions to decide on the candidate. However, for some cases we attract external experts as well as assessors from other departments to have more opinions to balance the final result.

Diverse interview panels consist of individuals from various backgrounds, experiences, and perspectives, which enriches the hiring process. This diversity helps mitigate biases, as panel members can challenge each other's assumptions and provide a broader range of viewpoints. It fosters a more inclusive environment, making candidates feel valued and understood. Additionally, diverse panels enhance decision-making by incorporating multiple perspectives, leading to better evaluation of candidates' qualifications and fit. Ultimately, this approach supports equitable hiring practices and reflects an organization’s commitment to diversity and inclusion.

Indeed, one of the most important skills that we train in our team is critical reasoning. Oftentimes, it is very hard to tell if a candidate is a real star or just pretends to be one. Applying common techniques like STAR methodology and competency based interviews paired with expert interviews as well as multiple opinions of the interviewers from within the organization will help to for a clearer picture on the candidate.

continuous training for interviewers is crucial for raising awareness of biases and refining assessment skills. Regular workshops and training sessions on topics such as unconscious bias, effective questioning techniques, and structured interview methodologies enhance interviewers' competencies. This ongoing education fosters a culture of fairness and inclusivity, ensuring interviewers remain informed about best practices and evolving standards. By reinforcing these principles, organizations can enhance the consistency and effectiveness of their hiring processes, resulting in better candidate experiences and more equitable outcomes.

Post Interviewed Debrief is one of the important process to be done after the interview process. Every interviewer must present their ratings for all of candidates and a reason behind the scoring.

Implement a feedback loop for interviewers to reflect on their decisions, promoting transparency, accountability, and identifying potential biases, thereby refining the assessment process for fairness and objectivity.

To eliminate bias in candidate interviews, use structured interviews with standardized questions for all applicants. Avoid irrelevant personal questions and focus strictly on job-related skills and experience. Implement blind resume screening to mask identifying information that could lead to bias. Use diverse interview panels to bring varied perspectives. Evaluate candidates based on clear, pre-defined criteria and avoid making decisions based on gut feelings or stereotypes. Regularly review and adjust your process to ensure fairness and inclusivity.

Pour ma part, je laisse le candidat raconter son histoire pro. Je suis dans la peau de l'entreprise pas du recruteur à ce moment là et ce n'est pas mes affinités qui ressortent, mais les attentes de l'entreprise et du candidat. La réussite d'un recrutement s'est bien évidemment le matching de l'entreprise et du candidat. Il est donc primordial de laisser ses préjugés de côté et d'aller chercher chez le candidat ses attentes en vue d'avoir les mêmes priorités chez le client. Leur de la restitution le pov du recruteur peut être demander en cas de doute ou de questions. Et je me réfère plus à mes expériences en proposant plusieurs scénarios en évitant de catégoriser le candidat.