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Talent acquisition and hiring managers usually steamroll through hundreds of resumes checking for vital information that a candidate might have.

Whether it’s work experience, skills or suitability that talent acquisition teams are looking for, they know exactly how to scan a resume and find the right criteria. 

There’s one huge problem with that method and it’s that it causes an imbalance in diverse hires and can often lead to companies becoming off-kilter when it comes to seeking out the best candidates from around the world. 

Resumes provide a very two-dimensional image of a candidate and are at best, self-reported descriptions of historical events. With hiring processes becoming more automated, there leaves very little room for hiring untraditional hires that have the spark or that certain “je ne sais quoi” that drives teams to be innovative; turning a company into an industry leader.

Starting with the resume, here are a few things to consider in your recruitment process to mitigate bias and ensure equitable hiring practices.

Hire the Person, Not the Resume

Instead of looking at your candidate’s name, credentials, ethnicity, education and other background factors; hire the individual based on competency and skill. 

Candidates outside of your company’s geographic location may have what it takes (if not more) to gel better with your teams and provide solutions that local candidates aren’t able to. Diversity within tech teams, for example, have proven to enhance problem-solving capabilities and result in better engineering solutions. With companies being remote, there is an opportunity to close the diversity gap by following the talent that is now global. 

Interview bias is a very real thing, whether it’s against a candidate’s race, location, or background, it can be counterproductive to finding the right fit for your team. When you hire a candidate based on technical skills alongside suitability, cultural fit, work ethic and entrepreneurial spirit, you’re more likely to find a candidate that aligns with your company’s mission, vision and values. 

It’s Not Just About the Whiteboard Format for Engineers

Structured interviews don’t always have to involve the whiteboard format of interviewing engineering candidates. And, it’s not uncommon for engineers to suffer from performance anxiety when faced with the challenge of solving technical questions in front of a panel. 

There are a few solutions to provide more equality during the interview process. Firstly, you can mix your panelists up. Including women and people of color can help signify to candidates that there is a diverse mix of people within your company. Secondly, providing private interview settings where engineers don’t engage with a panel but a hiring manager can help to reduce anxiety and stress levels; showcasing only the candidate’s skill.  

Lastly, it’s essential to integrate more than the whiteboard method into your recruitment process. Candidates from around the world should be able to solve problems, take coding assessments and compete in coding challenges in a remote format. Not only does this make the candidate feel more secure but it provides various ways to highlight their talent and suitability for the role. 

Take Advantage of Technology

Mitigating bias and creating equality in hiring doesn’t have to be a difficult task. Technology is a force that can drive the change forward, make it scalable, and embed bias mitigation in the very workflow of your organization. 

By embracing technology, you are taking a step forward in creating organizational equity and fairness. There are many technology platforms that aid in reducing unconscious bias and promoting diverse hiring practices. From platforms that ensure job descriptions are more inviting to platforms that help with sourcing diverse candidates.

At Codility, we firmly believe that unconscious bias shouldn’t exist in hiring, as it causes severe bottlenecks further down the line for productivity, profitability and organizational flexibility. Our platform mitigates unconscious bias by allowing recruitment teams to create tailored code assessments that enable hiring managers to construct fair judgments about engineering candidates. To learn more about how we can help you build more diverse teams, contact us today.

Sally Lee, Senior Lifecycle Marketing Manager at Codility.

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