Since bias/interview training is quickly forgotten, a better way to reduce human bias in your hiring process is to monitor it. To manage bias (or anything else), you need to measure it first.

How to get started:

1- Ensure your interviews are scored

Many scorecards today use emojis, star icons, and other visualizations to rate interviews. However, deriving data-driven insights from this valuable information can be challenging. Scoring your interviews provides the key to unlocking insights into bias.

2- Analyze and Audit for Bias

Once your interviews are scored, you can begin examining various biases, such as group differences. Are we assigning higher scores to non-diverse candidates compared to diverse candidates? To males versus females? Are higher scores given to candidates from Ivy League schools or well-known companies? Is there a correlation between the type or number of years of experience and interview scores? These analyses offer profound insights that foster a deep understanding of your organization's actions affecting diversity efforts.

#biasaudit #interviews #informedecisions