4 Ways You Can Stomp Out Gender Biases in Interviews

4 Ways You Can Stomp Out Gender Biases in InterviewsInherbeient biases exist.As much as everyone hates to admit we often allow biases to dictate our decisions, Mary Pharris, Director of Business Development and Partnerships at Fairygodboss a marketplace for professional women looking for jobs, career advice, and the inside scoop on companies is right. No matter how hard we try to extinguish them, they linger over hiring processes. In Marys experience, shes found these biases exist particularly around gender, which leads to stereotyping candidates. It can definitely affect a recruiters ability to place candidates, especially if the recruiter is unaware of his or her biases. By giving in to stereotypes and making assumptions about a candidate based on gender or appearance, recruiters can actually miss rockstar candidates. For example, only 15 percent of hiring professionals would consider hiring a frowning woman, according to a recent report by Fairygodboss. Along with their demeanor , the report also found women are judged on their weight, age, and race. Even though these gender biases remain in the vorstellungsgesprch process and can present hiring challenges, there are a number of ways your team can combat them 1. Conduct bias trainingIt seems counterproductive to highlight biases when youre trying to get rid of them. However, Pharris says, Training and education around inherent biases, and how to overcome them, is essential in making the best possible hiring decisions.Training and education around biases is essential to make the best hiring decisions. marypharrisClick To TweetTake the power away from preconceived notions around gender by participating in unconscious bias awareness training. Use the training to help your team recognize that everyone, including you, has biases. Explain what unconscious gender biases are prevalent in todays workforce. Teach your team how to make decisions based solely on qualifications and cultural fit. Use interactive role-pla y interviews to show your team direct examples and solutions for harmful biases. Immediately after training, create action-oriented solutions with your team. Discuss what biases you found stick out most during the interview process. As a group, brainstorm how you will actively address gender biases and increase a feeling of candidate belonging. For example, you can invite more team members to meet candidates to enhance comfortability and accountability for everyone. Reconvene after interviews to see whats working and where improvements should be made on an ongoing basis to improve unbiased workplace diversity.2. Embrace the power to stop and step awayDuring unconscious bias training, you became familiar with your own biases. While it was likely uncomfortable, youre now equipped to check yourself during interviews. When you feel as though youre judging a candidate based on something as trivial as hairstyle, appearance, or accent, make a mental note. To stop yourself from defaulting t o your personal biases, stick to a structured interview process. Have candidates take skill assessments so you can directly see their talent before interviewing. Keep this list of qualifiers in front of you. However, ask experience questions first during your interviews. This gives candidates the opportunity to break through your initial gender biases and immediately impress you with more personal recounts of their fit and abilities.3. Get everyone on the same scoring ordnungsprinzipYoure looking for a qualified candidate. Someone who will add value to your team and help your company grow. Their gender, age, or ethnicity plays no part in these qualifications. So, before going into interviews, its crucial to review the most important qualifications for the role. Check the list your team made during training and assess each candidates skills before noting any personal traits. Take it one step further by using the list of qualifications to create a scoring chart. Stick to this scorecar d to stay on topic and honestly assess each candidates skills fit. Distribute this scorecard to anyone you involve in the interview process.Of course, this wont be how you make your final, end-all decision. But until its time to start looking at a candidates personal attributes to determine cultural fit, this will keep you on track and away from gender biases. 4. Call in reinforcements and collaborate using video interviewsRegardless of what is distracting you from making a confident judgement call, theres no shame in asking a fellow hiring pro for their opinion on a candidate. Video interviews allow you to gain first-hand feedback on the exact same interview. Rather than relying on your notes or witnessing your responses, co-workers can draw their own conclusions.Theres no shame in asking fellow hiring pros for their opinion.Click To TweetDont fill anyone in on your insecurities before they give you their honest assessment. You dont want to taint their opinion. List of all the pros and cons they provide about the candidate and compare this to your initial evaluation. Review the video interview once again and use this list to determine if your biases were getting in the way of making the best hiring decision for your team.How do you squash gender biases during interviews? Let us know