equality through diversity inclusion leadership

 

Recruitment and Selection

How does unconscious bias in recruitment and selection operate?

We all have unconscious bias in some form. When interviewers feel under pressure, it’s easy for them to take shortcuts, reverting to established associations and finding natural affinities with those candidates who are most like them. This affinity bias can lead to the recruitment of staff who mirror the recruiter. Interviewers also tend to become less flexible and culturally adaptable in their approach, making them less likely to bring the best out of their candidates.

Why should we address recruitment bias?

We believe that workforce diversity has a measurable effect on business performance. 85% of the world’s CEOs agree with us, according to a PwC survey from 2015. Diverse teams are more innovative and perform better in problem-solving. They can also outperform homogeneous teams by 58% in team assessments.

Developing genuine awareness of how unconscious bias operates – and practical tools to minimise it – is key to your organisation harnessing the diversity at its disposal.

Our unconscious bias training will enable your managers to significantly enhance your talent pipeline, from better staff recruitment to fairer opportunities for career progression. Our focus will be to ensure any barriers to the progress of diverse candidates are removed. The course will also support your managers to have open, honest and constructive conversations with their direct reports, and to sensitively unpick their everyday interactions at work.

 

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All public authorities and any organisation that carries out public functions or services must comply with the Public Sector Equality Duty by law.