Any thoughts/actions taken on how to remove unconscious bias from interviews? I’m working with my company on how to change the hiring process.

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Understanding that internships, particularly unpaid or those given out to “friends kids” are a barrier for people who need to work at real, paying jobs through college and who don’t have insider connections.

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We’ve addressed those problems and we’re trying to get a little bit more tactical (i.e removing names from resumes, etc.)

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Consider interviewing teams. They should be trained and screened on their minimal existing bias. Added days off. Bonus or other factors to compensate a rotating group. Not everyone is best suited to hire. Preset/consistent questions. Agreed to questions vs ad hoc. HR will screen for this and that with these questions. Interview team will screen for these. Hiring manager for these. Track success of year 1 review and tenure of these candidates the next 2 years to gauge success of what previous norms were. Hire a consultant. You get what you pay for.

If blind resumes were the only issue that would be great. They will have a live interview with a voice and face after the resume submission where much of the ‘bias’ comes through. If a hiring manager gets 3 final candidates and one third is diverse and 90% of his hires are white...time for a chat. Most solves are not high cost but more work and no money or power to execute. None of these solutions are new and they knew their numbers in 2016, why should we believe this is sincere and long term commitment? Is ERG ready to put them on blast when this fades? Are senior people of color involved in this. I know some looking if they need any.

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Conducting interviews by either live chat or by phone. I’m interviewing people now and have made the conscious effort NOT to see them during the interview. I also am not looking up a candidate on LinkedIn or other online channels before the interview.

I am also not including “fit” questions in the assessment questions for the other team members interviews. All of my questions are skills/aptitude based. I also have diversity in the people who are reviewing candidates. Naturally, it’s not feasible to include people of every diversity “type” in the interviews, but I’m trying to include a good smattering of people in the process.

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Blind Recruitment isn't the answer. If there's systemic racism, or at the very least bias on behalf of the hiring manager, blind recruitment won't fix that. IMO you need to be purposeful. Saying for example "we want to hire 3 Black people for x role" and then look for candidates. As well, you need to change your call for employees. Agencies keep crafting the same old job postings expecting to entice folks with different creative backgrounds, genders, races, abilities, etc. It won't happen unless, again, you're purposeful and actually understand the culture of the folks you're trying to bring in the door. I will say too, diversity is the easy part. Getting to inclusive, equitable and authentic...that's the tough part. Check out the Bias Interrupters. They have an AMAZING program. https://biasinterrupters.org/

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