The value of having a diverse workforce continues to be proven again and again, yet organisations are still struggling with walking the talk when it comes to this topic. They may have the best intentions, but unconscious bias and a small candidate pool can render even the best intentions useless.
Talent acquisition managers are still using the common, but bias laden application first method when it comes to hiring. Gender, age, race, and social status are just a few implicit biases that impact our ability to make objective choices. Now, while bias can’t be completely eliminated, at Vieple, we have developed features to significantly reduce it.
Unconscious and Conscious Bias - CV vs Video
For those of us who need a refresher, let's begin by reminding ourselves of what we mean by unconscious bias.
Unconscious bias is defined as 'an attitude that is held subconsciously and affects the way individuals feel and think about others around them”.
Removing unconscious bias in the recruitment process is an important way of improving workforce diversity.
Where can unconscious bias be present on a CV?
Name
Address
University
Length of experience
Gaps in CV
Without being entirely aware of it ourselves, it's possible to make negative judgements about a person based on things like name (you may not have heard the name before, for example), or address (you might have preconceptions about a particular area without knowing it). Presenting a video alongside the CV gives candidates the opportunity to demonstrate who they are beyond the words on the CV, their communication skills, and their personality - all of which may prevent unconscious bias from coming into play in the first place.
How can Vieple Video Interviewing helps to create more diverse candidate pools?
Vieple breaks down geographical barriers allowing communication with candidates irrespective of where they are located. It’s important to remember that factors like cost, disability and childcare can all be interviewing barriers for candidates.
Vieple’s latest D+I features also allow you to create a more inclusive and equitable experience.
Hide Candidate Details:
Vieple now allows for candidates’ personal information to be hidden using the Hide Candidate Details option. This removes the candidate’s name and email when being viewed by a Rater.
Audio Only Review
The Audio Only review mode allows you to hide any video recordings, and only allow the Rater to listen to the audio.
Discrepancy Flag
This feature is a red flag in the system against scores that have more than two points difference between reviewers, allowing an Admin to review that scores are consistent with the scoring guide and ensure there is no unconscious bias creeping in.
In Summary
It’s important to remember that the less predictive a method, the higher the bias potential. Diversity isn’t always easy to achieve, especially for large organisations where it hasn’t been a priority. But by leveraging the right tools, your organisation can make the necessary changes to head in the right direction. By reducing human bias in your hiring process, you’ll be able to find the best-qualified people in your talent pool.
If you would like to know more about how you could use Vieple to minimise your unconscious bias and add diversity to your workplace, contact us today or click here to start your 30 Day Free Trial