Beyond Face Value: Checking Your Biases in Recruitment
Hiring the right person isn’t just about what’s on paper. A CV provides a snapshot but doesn’t tell the whole story. Relying solely on it could mean missing out on exceptional talent. Let’s address common biases—particularly age bias—and discuss strategies for a fair recruitment process.
Age Bias
We often make assumptions based on age—thinking younger candidates lack experience or older ones aren’t tech-savvy. These biases can lead to overlooking valuable talent. Older applicants bring rich wisdom and mentoring capabilities, while younger team members often excel in tech skills and can support upskilling efforts.
Beyond the CV
While a CV highlights qualifications, in-person interactions reveal qualities like resilience, creativity, and cultural fit—things no CV can capture.
Considering Neurodiversity
With around 20% of the population being neurodiverse, looking for someone to "fit the mold" might mean missing out on unique perspectives and innovative problem-solving skills that could elevate your business.
Tips for a Fair Recruitment Process
Review Job Criteria Objectively: Focus on essential skills and qualifications.
Use Standardized Questions: Evaluate candidates on consistent criteria.
Reflect on Decisions: Identify patterns in your judgments.
Seek Diverse Perspectives: Include input from different team members.
Conduct In-Person Interviews: Allow candidates to share their stories and demonstrate their potential beyond their CVs.
Writing an Inclusive Job Ad
Use Inclusive Language: Avoid gendered terms; opt for neutral language.
Highlight Flexibility: Mention options like flexible hours to attract diverse candidates.
Emphasise Skills Over Experience: Focus on necessary skills rather than specific years of experience to encourage broader applications.
Be Clear and Concise: Clearly outline responsibilities and qualifications to reduce confusion.
Encourage Diversity: Explicitly welcome candidates from all backgrounds.
Reflective Questions
Am I making assumptions based on age?
Have I allowed this candidate to show their potential beyond their CV?
How would I feel being judged solely on my CV?
By staying mindful of biases and prioritising people-centric recruitment practices, you can create a more inclusive and effective hiring process.
Let’s uncover the real gems who can bring innovation and energy to our teams—stay curious, stay fair, and recruit for potential!
At EASI NZ, we make recruitment easy! We can help in all or any part of the process from conducting insightful exit interviews, crafting the perfect interview format, or handling reference checks, we’ve got you covered. Let us help you streamline the process, keep it fair, and save you time. Reach out to Sarah at sarah@easinz.co.nz and discover how we can take the hassle out of hiring!