It is really impossible to escape prejudice when there is particular human intervention in the play. Unconscious biases are often repeated in the head and then in action. In other words, recruitment is an area of the company where the interaction of bias is high. Despite knowingly avoiding personal games, unconscious bias is common in recruitment agency in Karachi.
Of course, we cannot call it a crime, because it is very common for someone to feel special. Preference often comes when we sit down to hire someone. For example, when we learn that a candidate has dropped out of a certain university, there is unconscious nepotism towards the candidate because he has associated that university with certain intelligence and other credits. Also, if you know that the candidate is a gold medalist or is from your hometown, you may again be inclined towards that person.
Obviously, unconscious bias. Who is behind it? However, this may be subject to a halo effect in our Recruitment Agency in the Karachi process. For example, if a candidate has a lot of academic qualifications, it does not mean that he is more intelligent. A fresh out of college can be three times better than an experienced one. Therefore, the idea we construct based on our consciousness can lead to a halo effect on the betrayer’s understanding of the candidate’s true potential. Therefore, it is very important to monitor and control the influence of bias in employee recruitment.
So how do we manage to achieve this?
Of course, first impressions and gut feelings often focus our thought process on the candidate. However, avoiding this bias is crucial if we want to achieve an unbiased hiring process in our workplace. Dishonest, inaccurate judgments or stereotypes that are part of unconscious bias must be controlled to accurately access a person’s merits. For example, we often fall into the trap of enthusiasm. Recruiters often choose candidates who behave with great enthusiasm. But this may not be true in every situation. People who advertise themselves may not have the right skills to do or do a job or activity.
In the context of the interview, the distortion of equality can become the most important factor, as individuals can be influenced by the typical group perspective. In general, we tend to be biased when we subconsciously like people who share characteristics that you or someone else likes. This is because your brain sees them as natural and recognizable, and we generally want to associate with individuals we can relate to. Gender bias is something that involves a huge amount of work in separating gender orientation at the contract stage.
Gender stereotypes, such as men being better at numbers or physically demanding professions, or women being less honest about their profession, can influence women’s choice of contestants. We can also relate more to our gender group. We can also convey a predisposition to certain hairstyles, tattoos, and piercings and consider them amateurish.
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So how can we ensure that such biases are reduced in our recruitment and hiring processes?
Prepare a detailed job description. Avoiding gender-coded words/descriptions is essential when coding a job description. Research has also shown that women are less likely to like a job with a comprehensive summary of qualifications/characteristics; In addition, women are less interested in showing off their successes and pushing for salary negotiations.
Therefore, it is both the responsibility and the obligation of the recruiter to blindly monitor resumes during recruitment. In the review, name and gender should have the lowest priority.