In the first of a series of articles focusing on being human in a virtual recruitment world I focus on unconscious bias.
The purpose of this article isn’t to make the case for diversity and inclusion. Let’s go with the proposition that any organisation intent on survival needs to recognise and optimise difference.
Unconscious bias, as a potential barrier to diversity, has always been an issue in recruitment. The fact is we are all prone to bias and when our attention is focused on new ways of virtual working we must not overlook it.
What’s different in a virtual interview?
Virtual interviews are undoubtedly crucial for business recovery and growth. But, the potential for unconscious bias in this new context may be higher than ever before.
As recruiters, we are well aware of our human tendency to recruit in our own image. Virtual interviews give a privileged insight into a candidate’s world and we are entrusted with that information. Being aware of our instinctive response is not enough, we have to challenge our judgements, and rationalise our decisions.
What’s going on up there?
Our unconscious brain is presented with masses of data every second. It uses shortcuts based on instinct rather than the more inefficient process of rational thinking, and this often leads to biased judgements. Our brains develop unintended preferences based on our socialisation, personal experiences and the battering ram of media representations to which we are exposed. Our brain judges whether something is familiar or not and initiates a complex physiological, psychological and emotional response.
We are entrusted with a privileged insight into a candidate’s personal world
Over the past few months I’ve seen children, partners, parents, flat mates, cats and dogs on screen – either taking centre stage to say hello, or stealthily trying to pass by in the background! I’ve seen the messiest and tidiest of rooms. I’ve heard tales of travel souvenirs and memories captured in photos. I’ve listened in to (and due to my dire sporting knowledge, felt mainly excluded from) banter initiated by football shirts and trophies.
All of this makes for great conversation and can help to build some early rapport and settle a candidate. But this is where we must be at our most alert. Our unconscious brains are making instinctive judgements based on what we see and hear, with a preference for what is most familiar.
In an interview we are likely to experience a feeling of warmth – an affinity bias – towards those who are similar to us, and not for those who are different from us. This response is not rational and often will be incompatible with our conscious values. But it happens. We must explore and validate it then rationalise our decision making.
So what can you do to reduce the impact of bias in your virtual interviews?
1.Know your biases
You are prone to unconscious bias. What is your brain familiar with? What are your potential biases?
Watch out for ‘chemistry’; recognise the likability factor.
Watch out for unexplainable instincts. If you find yourself saying, “something just doesn’t feel right,” then be alert. Our unconscious brain doesn’t have capacity for language.
2. Challenge your gut
Educate your gut instinct – stop and ask what your gut is telling you. To what extent is your brain familiar with what is presented?
Is the instinct accurate? Can you evidence it?
3. Make rational decisions
Deliberately slow down decision making and apply rational thinking to inform your assessment.
What is required to be successful in this role? How well does this person match what’s required? Define clear and valid assessment criteria and score against this.
Assess potential and ability rather than ‘fit’.
Involve more than one person in scoring and decision making. Monitor and challenge one another’s biases – make it a routine part of every assessment discussion.
Unconscious bias is inevitable and the risk in virtual interviews is high. Self-awareness is not enough. Recruiters must lead the way in challenging and removing bias in selection decisions.
If you need support with virtual recruitment or reducing unconscious bias please get in touch hello@sealightdevelopment.co.uk
Next time:
Candidates are making their own selection decisions about you and your organisation. How do you show up in a virtual interview? Look out for my top tips in my next article.