Unconscious bias is one of the most significant challenges facing recruitment processes. According to Agency Central, 96 percent of recruiters admit that unconscious bias is a widespread vice in the modern workplace. Though most organizations are attempting to eliminate the depravity, experts allude that it is not easy to combat it because, in most cases, even the perpetrators themselves do not recognize it. This short article defines unconscious bias, types of unconscious bias, and how AI tool can manage it.
What is unconscious bias?
In the hiring process, unconscious bias is when recruiters form opinions about candidates based on first impressions. The implicit bias is often based on age groups, gender, race, sexual orientation, and other characteristics that define people, such as weight, hair color, dress code, and appearance. Unconscious bias is influenced by the environment, experiences, and cultural backgrounds. According to a study by Yale Psychologists, nearly all people are often biased towards their race, and 80 percent are biased against age groups they do not belong to.
Unconscious bias has adverse impacts on organizations. It can be a huge setback in creating a truly diverse workplace. These biases can harm the recruitment process, promotions, and equal distribution of mentorship programs. This can impede equal opportunities for career progression for women and minority groups. Consequently, denying businesses the opportunity to enjoy benefits of diversity such as increase productivity and profitability. Companies in the top quartile for gender equality are 15 percent more likely to achieve above-average profits, and those that are culturally and ethnically diversified are 33 percent more likely to register better than average profits.
Types of unconscious bias
There are various types of implicit biases in recruitment—the most prevalent ones being affinity, beauty, contrast, gender, halo, and horns bias. Affinity bias is when recruiters favor people that they share qualities with like they attended the same school. Beauty bias is favoring people whom they perceive are attractive. Contrast bias is when recruiters compare single attributes instead of making a compact judgment on merits. Gender bias is when recruiters feel certain roles are best suited for certain genders. Halo bias is when recruiters pay more attention to the positives ignoring flaws that may make the candidate unsuitable. Horns effect is the opposite of the halo effect; recruiters focus on the negatives overlooking desirable features.
Is AI the answer to unconscious bias
Unconscious bias is particularly pronounced during job posting and resumes screening phases. Some recruiters tend to tailor their job posting texts to favor certain populations unknowingly. Others post their ads on disproportionately diverse platforms. During the screening stage, the hiring team may discriminate against names, gender, and images. Artificial Intelligence systems such as ProRank can be deployed in these areas to eliminate the risk of unconscious bias. Technologies like ProRank is used in application screening. AI tools can screen thousands of resumes instantly while paying focus on true merits. Companies seeking an immediate solution to unconscious bias should consider trying out AI recruitment solutions such as ProRank.
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