5 ways to make your talent evaluation & recruitment “Bias-Free”
Tuesday, January 24, 2017 11:16:47 AM

In today’s fierce battle to win the best talent, HR professionals are always upping their ante to checkmate their competitors. However, when it comes to talent evaluation and recruitment, HR and recruitment skills and experience aren’t the only thing that matters. ManpowerGroup’s 2016-2017 Talent Shortage Survey has revealed that 40% of global employers report a severe shortage of talent. Another survey reveals that 36% of HR professionals find it harder to fill positions, while 56% face the brunt of wrong hires, repeat, Wrong Hires!

Why is it difficult for recruiters nowadays to find out the right talent for the right positions? Is a talent shortage solely responsible? Most of the HR veterans; however, don’t accept it, unanimously. Although the talent shortage issue takes the lion’s share of the problem, another major spoilsport is bias.

Yes. Job search biases are indeed a big threat to your recruitment and talent evaluation strategy. Research shows that evaluating the top talent for various open positions gets much simpler when you eliminate “biases” from the job search.

A job seeker needs to submit several materials during the recruitment process. If done appropriately, all these materials will show candidates in a meritocratic aura. They reach the HR with nicely crafted elevator pitches, tailored resumes, attention-grabbing portfolios, and a few testimonials (which are mainly self-written, aha…just calling a spade a spade).

So, how to cut down the excessive layer on fatty and over-decorated resumes? How to make sure that there’s a fair evaluation process? The key is to be all ears, each and every moment, during every interview.

The Process to Eliminate Biases
While evaluating a candidate during an interview, your prime goal should be to decide the worth or value of the applicant with regard to his/her potential role. The following techniques will pave the way for you to assess top talent in your industry, avoiding the bias trap.

1. Recommendations always take precedence over all A, B, and C: While applying for a position, candidates usually manipulate their resumes intricately to meet job details and position requirements. It’s unavoidable to accept the fact that the first impression of a candidate—which comes through a resume—leaves a big impact; however, such manipulative games always leave a bad taste in the mouth (read here in the job). Therefore, recommendations always take precedence over other modes of hiring. The biggest benefit of recommendations is that all the skills mentioned on paper can be evaluated in the light of accuracy and transparency.

2. Harness the benefits of listed references:Like recommendations, references help inviting a third party to the assessment process. Do you connect with the references provided in the contact list of an applicant’s resume? If yes, then you’re already a step ahead of an unbiased recruitment process. But if not, do make a sincere effort to take advantage of the listed references.

3. Leverage the social media:Modern technology enables you to gain information that is difficult to get about a candidate. HR departments of many companies have started incorporating social media into the hiring process. So, why do not you take the advantage of this new media to make the evaluation process bias-free? Your candidates’ social media activities, networks, interests, and involvement are enough to give more information about them. Aren’t they?

4. Make use of various social recruitment tools: Several online tools help pick up quality candidates in any desired field. Online social recruiting tools help in scanning user profiles to identify the impact of a potential hire. Ranking can be drawn on the basis of how well candidates are really aware of the skills you are looking for.

5. Target all passive candidates: Studies—time and again—have proved that targeting passive candidates goes a long way in enhancing the quality of hires, thereby eliminating any bias during the interview process. Passive job candidates refer to those who are not looking for any job at present. As they’re not in the “job search” mode right now, it’s possible to draw a better picture of the candidate even without any biased documents.

Written recommendations and references as well as social recruitment in today’s time have a common thread—the opinion of a third party. If you’re able to encompass a collective voice during the evaluation process, you’ll definitely enjoy a winning edge!