5 Useful Tips to Reduce Interview Bias During Virtual Recruitment

Posted by Tilt Recruitment on February 15th, 2023

5 Useful Tips to Reduce Interview Bias During Virtual Recruitment

Posted by Tilt Recruitment on February 15, 2023

Undoubtedly, virtual recruitment has been an amazing tool for assisting many tech companies in recruiting candidates. Nevertheless, underlying biases continue to influence the hiring process.

A study has shown that when asked if unconscious bias influences the recruitment process, 27% of white respondents said yes, compared to 45% of those of colour; demonstrating that hiring bias is a big issue within the tech industry.

To create a diverse tech workforce and develop an inclusive work environment, hiring bias needs to be eliminated.

 

What is Interview Bias?

Interview bias is whereby the interviewer evaluates a candidate on criteria other than their professional skills for the role, causing them to be subjective. This evaluation is impacted by things such as gender, ethnicity, sexual orientation, disability, religious beliefs, language skills, country of origin, and economic or background.

The main reason interview bias has increased due to virtual recruitment, is because the candidate cannot be present in person, preventing the from expressing themselves freely like they would in an in-person interview.

Around 58% of companies plan on continuing virtual recruitment, even now the pandemic has come to an end, making it essential to develop a bias-prevention measure when interviewing candidates virtually. So, how can we achieve this?

 

1. Plan Interview Questions Appropriately

It’s important to standardise your interview questions, asking all candidates the same questions and in the same order. Your interview questions should focus on the candidate’s capability of the job role, and avoid topics irrelevant to the position, such as questions to do with their personal life.

 

2. Make Detailed Notes Throughout

By taking notes during the interview, recency bias can be avoided. This is where the interviewer favours more recent interviewees due to their better memory of the interview. By writing down the candidate’s responses during the interview, you can evaluate each candidate against the criteria for the job appropriately, and won’t forget vital information.

 

3. The Power of Anonymity

Make your application assignments anonymous. Particularly in the technology industry, it’s important to apply anonymous tests which can assess the candidate’s skills. By keeping their identity anonymous, you will be judging them on their technical abilities alone. The closer the assignment is to a professional task they might undertake in the role, the better it will be at evaluating and showcasing the candidate’s potential.

 

4. Use More Than One Interviewer

Collective judgement is more accurate than that of one individual. Having a panel of three interviewers is a great way of eliminating interview bias. You could perhaps even create a panel of people from diverse backgrounds. Furthermore, you could have your interviewees anonymously rate candidates and submit these ratings before speaking with one another.

 

5. Keep on Top of Anti-discrimination Regulations

Being aware of anti-discrimination laws and regulations will help you to stay on top of them. Research into ways of implementing anti-discrimination within your hiring process and company going forward. Other than legal implications, interview bias can lead to a less diverse workplace.

 

Final Thoughts

Virtual recruitment isn’t going away anytime soon, so it’s important to implement a non-bias strategy when hiring virtually. There is a wealth of tech talent available, outside of one-dimensional demographics or stereotypical viewpoints. These five tips steps are key to creating a non-bias recruitment process.

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