How to Reduce Bias in Job Applications (Gender etc.)?

So, you are here to understand how the job application process can be a bit unfair sometimes. and we are here to resolve your confusion or queries.

It's tough thing to talk about, but it's also a real thing for many people, Biasness. especially gender biasness, it still exist in hiring and you can't be sure cause it's not always in the loud ways, sometimes it is that tiny moment, and the unspoken rule, no one ever have the courage to talk about.

Here, at jobkarona.com, we believe those are the exact things we should be talking about. cause our job seekers deserves transparency, fairness and a system that recognizes one with their skills, expertise and experiences, rather their name, caste, gender or anything that has nothing to do with your ability to perform the job. Let's unpack this corporate lacking together.

What Can We Do About It?

Honestly speaking, we can't fix the whole system, but we, as every individual, can start making conscious choices to reduce this biasness, specially, during job applications. Where it all begins.

Whether you came here cause you are going to be a part of a hiring team or someone building out an inclusive culture, cause you want to be fair with every potential candidate, so here are some interesting real and doable processes to make it genuine and fair.

1: Use Inclusive Language in Job Description

Phrases like dominant or rock-star often appeal more to a male figure, even it's unintentional. on the other side, women candidates might self-selected out of applying if the language or description feels like the role is not made for them, or the role is straightly calling male-identifying candidates.

You can do run your job post by tools like Gender Decoder, or you can use simple, clear and neutral language by only focusing on what this role requires exactly.

2: Go For Blind Resume Reviews

Remove personal identifiers from resumes, such as name, age, gender or even photos, this will help the hiring team to focus on their main requirement, which are skills, experiences and potential of the candidate. it's for removing distraction from bias.

3: Standardize the Interview Process

Such unstructured interviews are sort of spreads more biasness, and where this process thrives,
"I didn't get a good vibe from her, she seem low confident or i just got a good vibe with him"

Are often code for unconscious bias.

4: Normalize Diverse Identity

If your career page have a pattern that only shows one kind of person, candidates, so when somebody don't fit that mold, they probably start feeling that they don't belong.

Here, what you can do, you can highlight different kind of stories of people from different ages, genders even looks or background within your company. Show that your team accept what you are, and welcome your skills and expertise.

Conclusion

Biasness is not only a hiring process, this term indulges in every area in our life, But the good thing is, we have the power to change it, to be more aware, more intentional and more curious.

Whether you are hiring a candidate or applying for a job, we all have a role to play. cause fair hiring is not something bad, here you are inviting a pure talent not the looks or strength, so this is kind of raising the standard for everyone in the industry market!

Jobkarona.com also hate these types of pattern of hiring and choosing candidate on the basis of gender, personality, age and much more. Just invite the skills, cause this will only make your company grow!