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In partnership with our largest customers, we decided that sometimes removing bias from tech hiring is best done radically, by removing all PII information from the decision-making process all together.

Despite all the process we’ve made over the years, there’s still a lot of space within a traditional tech hiring process for bias to enter the equation. Irrelevant of whether it’s subconscious or not, it’s our responsibility to help hiring teams eliminate bias from the equation.

Working with a group of our customer advisors, we identified that personal identifiable information (PII) is hardly necessary for decision-makers in screening.

This is where we’ve started.

Removing bias from screening is an important step forwards each hiring team should take, but it’s one step of many which we hope will bring us a more equitable tech hiring future.

Introducing the Anti-Bias Workflow

Tech hiring takes a village. Many people are involved in recruitment, with some being involved along the entire process and others coming in to support technical screening or just the interview stage. We mapped all these people involved, and have designed a new Anti-Bias Workflow which ensures that those who need access to PII to be able to communicate directly with the candidate have access. Whereas those who are running a technical review of the candidates’ skills don’t.

  • Recruiters: have access to all candidate PII of those who they invite to the screening process directly so they can manage communications and track candidate sources correctly.
  • Hiring Managers: have access to candidate PII for those who are in their hiring processes only, and are able to see the comments from their colleagues who are reviewing the candidate’s technical skill screening so they can decide who they want to bring to interview.
  • Technical Reviewer/s: view only the technical screening details of the candidate, the rest of their PII is hidden so that their technical review is focused only on the technical skills of the candidate, and nothing more or less. They can see the candidate’s full Codility report with code playback, score breakdown, plagiarism alerts, and can add comments for the Hiring Manager and Recruiter to see. The Technical Reviewer/s ultimately give their recommendation of whether to proceed with the candidate based on their CodeCheck screening evaluation.

Ensure decisions are made the right way

Hiring teams want to ensure that the decision on whether to interview a candidate or not is focussed on their technical skillset, so that they can have the maximum trust in their hiring processes.

Many of our customers are considering levelling up the Anti-Bias Workflow to cover Hiring Managers as well. This would mean that all decisions made before the candidate comes to a virtual interview on CodeLive are made without bias entering the equation.

We’re very interested in partnering with more customers to understand how we can enable you to change your hiring processes even more. Contact us at [email protected] to discuss.

Our best customers start with anti-bias sourcing 

We’ve researched bias in the past, analyzing over 1 million candidate evaluations and know that while we can support hiring teams in removing bias from screening decisions, true hiring equality begins at step one: sourcing.

Over the past 8 years, 88% of candidates invited to take technical screening tests on Codility have been male, and our customers who have the most diverse teams are those who put real effort into sourcing diverse developers and ensuring their employer branding and hiring processes are inclusive and transparent.

To talk with us more about this, try the Anti-Bias Workflow in your team, or learn more about Codility, book a demo with us or contact us at [email protected]

Michał Lipinski is a Product Manager at Codility. He is focused on shaping the experience for Recruiters and Hiring Managers in acquiring top engineers.

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