Picture this: you’re a hiring manager reviewing job applications, and you come across a wealth of information about the candidates. Names, education, work history, and even photos may be at your fingertips. But did you know that the mere availability of this information can lead to unconscious bias in the hiring process? Well, a recent study conducted by Cornell and Duke Universities introduces a novel way to reduce such biases – self-blinding in hiring.
Bias is something that lurks in all of us, even the most well-intentioned folks. The key is to identify and overcome it so that it doesn’t affect how we treat others. In the realm of hiring, where a level playing field is crucial, reducing bias is of paramount importance.
The research paper, titled “Encouraging Self-Blinding in Hiring,” delves into the idea that if hiring managers are given a choice whether or not to view potentially biasing information about job candidates, they are more likely to choose not to see it. Many existing applicant systems require hiring managers to actively opt out of viewing this information, and this can inadvertently lead them to consider factors like race, gender, and ethnicity.
What the researchers discovered was quite intriguing. When individuals are required to actively select the information they want to see, they tend to be more thoughtful about their choices. Moreover, when hiring managers were given the option to choose information to make visible on behalf of their peers, they often opted for facts like educational attainment or years of experience, steering clear of potentially biasing details. The transparency of the information’s potential for bias played a significant role in their choices.
This research provides a valuable lesson for recruitment teams. First, it suggests that companies can revamp their job application processes to allow recruiters to opt into the type of applicant information they see. This change could empower hiring managers to make more objective decisions. Secondly, it highlights the importance of training hiring managers to help them identify the information that genuinely matters in their decision-making process In a world where diversity and inclusion are critical, this research points to a simple yet effective way to combat bias and promote fair hiring practices
