Guides on Human Capital Management

7 Steps for Hiring Without Bias

Here you'll find a variety of guides, whitepapers, and eBooks that cover a wide range of topics on HRIS, Canadian Payroll, People Management, and more.

Issue link:

Contents of this Issue


Page 0 of 0

1 Build a case for DEI in your organization – start with leadership buy-in DEI (Diversity, Equity, and Inclusion) initiatives need to come from the top. Leadership buy-in means you need to build a compelling case for why DEI is important for your business. What do you stand to gain, what do you stand to lose by not improving your processes? 2 Learn about and become aware of unconscious biases Educate hiring leaders and collaborators about unconscious biases. This will help you check yourself and each other, but also build understanding about how and why programs are built the way they are. Engage leaders and employees to complete the free Harvard Implicit Association Tests online to discover their unique unconscious biases. 3 Monitor organizational data for trends & areas for improvement Continuously monitor organizational diversity data, collect feedback from candidates over time, and identify trends and clear areas for improvement. One of the metrics Avanti measures is negotiations. Who negotiates, what is their gender, and what's the outcome? Another metric to closely follow is turn- over that happens within six months of a new hire. 4 Speak with current employees about their hiring experience Talk to your current employees and current or recent past candidates about their candidate experience. How did they feel from the lens of DEI and reducing bias? What were the biggest challenges in their searches? 5 Use gender-neutral language in job postings & content Use gender-neutral titles in job descriptions and avoid words like "rockstar," "superhero," "guru," and "ninja", these terms can inadvertently prevent women from reviewing or applying for the job. Similarly, check your pronouns. When describing the tasks of the ideal candidate, avoid "she/he" and use "you." Example: "As a Product Manager, you'll be responsible for the product strategy." 6 Be transparent about salary ranges in postings & interviews Disclosing a salary range can help to ensure every employee is being paid fairly – it shows that your company is committed to transparency and fairness. This disclosure also builds trust in the interview process, minimizing negotia- tion talks and focusing on a candidate's experience, skills, and potential. 7 Remove hiring leaders from offer negotiations Studies show that when women negotiate their salary, they can face negative long-term impacts that follow their career. Managers are less likely to engage with them, leading to missed opportunities, promotions, and lower compensation. All because negotiations go against a stereotypical perception of likeability. To combat this, Avanti de- termines salary ranges for job postings with hiring leaders before postings go live. Ideally, the hiring manager should never know what happened with nego- tiations (if negotiations happen at all), limiting unconscious bias that can form towards the new hire to a minimum. Avanti Software has been processing payrolls and developing HR technology for over 40 years. Our cloud-based People Management solution helps mid-sized Canadian companies, no matter how complex, to empower and engage their workforce. Featuring a robust, configurable range of tools, our all-in-one platform specializes in Payroll & Benefits, People Management, Workforce Management and Talent Acquisition. | © 2021 Avanti Software Inc. • 0921 Commit to reducing bias in your hiring practice Diversity nurtures innovative thinking and increased opportunities. Beyond greater employee engagement and better decision-making, challenging your bias boosts your bottom line. Want to learn more? What's your Diversity, Equity & Inclusion Strategy? READ ARTICLE 7 STEPS FOR HIRING WITHOUT BIAS The workplace is changing for the better and it's up to organizations to evaluate their hiring processes to reduce bias. The benefits of reducing bias in your hiring practices are amazing. By taking the right steps, businesses can diversify their talent pool (attracting a larger, more representative group of candidates), create workplaces where employees want to stay (increasing talent retention), and drive performance (diverse perspectives lead to better decisions). If you haven't examined your hiring processes in a while, now is the perfect time to get started!

Articles in this issue

Links on this page

view archives of Guides on Human Capital Management - 7 Steps for Hiring Without Bias