A topic that has consistently and rightfully been one of the most prevalent in the recruiting industry lately is DEI, specifically how certain biases have been attributed to non-inclusive hiring practices. Bias can unconsciously seep into decisions, affecting the diversity and inclusivity of the workplace. This blog will explore four common types of bias—name bias, affinity bias, unconscious bias, and confirmation bias—and discuss how technologies like Applicant Tracking Systems (ATS) can help mitigate these biases to foster a more equitable hiring process.
Name bias occurs when recruiters make assumptions about a candidate’s qualifications or fit based on their name. Research has shown that resumes with ethnic-sounding names received 57.4% fewer positive responses than those with Anglo-sounding names. Another study sent over 83,000 fictitious resumes to some of the largest employers in the U.S. and found that distinctively Black names reduced the probability of a callback by 2.1%.
ATS software can play a pivotal role in reducing name bias by providing tools to anonymize resumes. Features such as resume sanitization and AI-powered redaction can remove personal identifiers like names, allowing recruiters to focus solely on the candidate’s skills and experience. By eliminating names from the initial review, the ATS ensures that every candidate is evaluated based on their qualifications rather than their name.
Affinity bias occurs when recruiters favor candidates who share similarities with themselves, such as attending the same university, growing up in the same town, or sharing personal interests. This bias can manifest during resume reviews or interviews, where personal connections might overshadow objective assessment.
An ATS can help combat affinity bias by standardizing the hiring process. Features such as structured interview questions and screening tools ensure that every candidate is evaluated based on consistent criteria. Configurable workflows allow administrators to design hiring journeys that minimize personal biases. Multi-stage interviews involving different recruiters can also provide diverse perspectives, reducing the likelihood of affinity bias influencing decisions.
Unconscious bias is perhaps the most subtle, as it operates beneath conscious awareness. Recruiters may unintentionally gravitate towards certain demographics for specific roles, such as preferring women for nursing positions or men for oil rig jobs. These biases must be acknowledged and addressed to prevent skewed hiring practices. Employers worldwide recently responded that the most attributed evaluation of a candidate’s abilities was how the candidate came across during a job interview (58%), which was much higher than previous work samples (45%) and test/assignment scores (37%).
ATS systems equipped with AI matching capabilities can ensure that candidates are evaluated based on relevant skills and experience alone. Additionally, tracking Equal Employment Opportunity (EEO) information about applicants allows companies to monitor and analyze hiring metrics, ensuring that their processes are equitable. By highlighting patterns and discrepancies, ATS tools help recruiters stay vigilant against unconscious bias.
Confirmation bias is a type of unconscious bias and occurs when recruiters form an initial impression of a candidate and seek out information that confirms this belief. This bias can be particularly harmful if it leads recruiters to dismiss highly qualified candidates who don’t fit their preconceived notions.
ATS software can mitigate confirmation bias through features like screening questions that rank and score candidates objectively. Skills assessments can also help recruiters understand the candidate’s tangible skills that can be used in the workplace. Structured workflows with pre-built templates help standardize communication and evaluation, ensuring that all candidates are assessed fairly. Automated notes tracking interactions such as emails, calls, and texts can provide managers with insights into their recruiting team’s habits, highlighting areas where confirmation bias might influence decisions.
Recognizing and addressing bias in the hiring process is both a team and individual effort. By acknowledging bias and actively seeking ways to reduce it, recruiters can create a more inclusive workplace. Technology is crucial in this endeavor, offering innovative solutions to identify and alleviate bias through accurate metrics and best practices.
Awareness of bias and taking proactive steps to mitigate its impact can make a significant difference. It is a natural part of human cognition but doesn’t have to dictate hiring decisions. Through awareness, education, and the strategic use of technology, we can create a more inclusive and equitable hiring process that benefits both organizations and their future employees.
By leveraging the capabilities of an ATS like SmartSearch, companies can move towards de-biased hiring practices, ensuring that every candidate is given a fair and equal opportunity to succeed. Reach out to our team today to explore how SmartSearch has been helping industry-leading recruitment firms introduce unbiased approaches to their hiring processes.
