How to avoid unfair selection practices in your organization

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Unfair selection practices are often the result of unconscious biases on the part of those responsible for hiring, which can lead to the hiring of a less diverse workforce, which is likely to harm the company and reduce its competitiveness. Today we know that organizations where diversity is a priority are up to 35% more likely to outperform the U.S. industry average. And, as a 2018 BCG study suggests, diverse leadership encourages innovation: people from different backgrounds have different perspectives and can contribute diverse points of view to complex problems. For this reason, ensuring a fair hiring process is not only the morally right thing to do, it will also make your company more competitive and help you attract the best talent. Not all unfair hiring practices are illegal; many are just that, unfair, and reduce your chances of hiring the best candidates. Discrimination, however, is. In the US, as well as in most other countries, the law prohibits employers from making hiring decisions based on age, ethnicity, sex, sexual orientation, religion, national origin, disability, or other similar characteristics.

If your recruiting practices are disproportionately negative for candidates from a certain group, a discrimination claim may be filed. While illegal, discrimination during the hiring process is still a big problem, as are other types of unfair selection practices. Why do unfair selection practices still exist and how can they harm your company? Unfair selection practices are directly related to interviewer biases. Hiring managers can be Brazil Phone Number Data victims of bias, and sometimes have unconscious preferences for certain candidates based on criteria that have nothing to do with their skills, knowledge or performance. If you decide to hire someone based on their physical appearance, their political opinions, or the university they attended, you are not being objective about the most important thing a candidate should have: the right skills for the position they will fill. This is counterproductive and can lead you to make poor hiring decisions. Bad hires are very expensive. In fact, they cost companies about $15,000 on average, not to mention increasing the workload of your other employees, and you could lose some of your best talent.



If your decision is based on ethnicity or religion, for example, it is discrimination. Lawsuits for unfair and illegal selection practices put not only organizations' finances at risk, but also their reputation and image. On the other hand, in diverse work environments, where fair selection practices are a priority, there is more tolerance and friendliness, and this reduces staff turnover. Therefore, it is essential to optimize the selection process. You must ensure that your practices are fair and objective. Letting go of interviewer biases and unfair selection practices is difficult (even if you have the best intentions), and requires a more systematic approach. What are the different types of unfair selection practices? Let's first look at what the different types of unfair selection practices are, and then take a better look at what measures can be taken to avoid them. The different types of unfair selection practices Writing unclear job descriptions Writing job descriptions clearly is an art in itself that hiring managers need to master. Make sure the descriptions are clear and specific. Explain accurately (and realistically) the requirements and what working in that position entails.