It's tempting to believe that most of the biases within the hiring process originate from a few bigoted folks that make the rest of us look bad. But that's rarely the case.
Most bias is implicit — it comes from our personal experiences, preferences, and patterns that have been reinforced in our thinking over time. We connect better with people from similar backgrounds and cultures to us, and unintentionally put up barriers against underrepresented groups.
Today, more and more recruiters have become aware of this. It's not easy to maintain balanced, fair, impartial hiring standards with realistic time constraints and headcount goals. Reviewing thousands of resumes, setting interviews, and maintaining a healthy candidate pipeline forces even the best recruiting teams to save as much time as possible.
Instead of taking a comfortable amount of time to assess each candidate individually and thoughtfully, we're forced to take mental shortcuts, resulting in decisions that are often influenced by implicit biases rather than genuine candidate research.
As hiring scales, this problem gets worse, not better. At CareerBlitz, there are 3 key areas where we help companies re-architect their candidate screening process in a more inclusive way, without forcing a full reset: