So, what is the solution? How do we begin to overcome unconscious bias in recruitment practices, to reap the benefits of diversity in the workplace?
Some workplaces are attempting to implement “Unconscious Bias Training”. However, the issue with this method is the paradox that it creates. Even with the training to supposedly identify the issue of unconscious bias, by its very nature, it cannot be recognised in oneself.
Therefore, businesses are turning to recruitment software that utilises data science. The salutary factor of data science is that it does not possess the same inert biases that inevitably come from human experience. The data science gathers quantitative data, collected through psychometric testing of personality, and skill level.
To combat the negative effects of unconscious bias in recruitment practices, Recruiters and TA teams are ardently adopting this technology, leveraging the potential of data science and psychometric research. The processes utilised by the recruitment software is in no way influenced by the race or ethnicity, religious preferences, gender or age of the applicant. Therefore, a business can trust that unconscious bias is completely removed from the procedure of figuring out who is the ‘best fit’ for the role.