Bias in hiring has long been a challenge for HR and business leaders. With the growing focus on diversity and inclusion, it’s crucial for organizations to understand how bias whether conscious or unconscious affects the hiring process. A key question remains: How can training and technology work together to eliminate preconceived notions about candidates’ backgrounds and personalities, and ensure more objective decision-making?
New research from Textio, a provider of recruiting and feedback solutions, sheds light on the impact of personality bias in hiring, offering important insights into how hiring decisions are made.
The Impact of Personality Bias in Hiring
Textio’s analysis of over 11,000 candidate assessments over the past three years revealed a troubling trend: candidates’ personalities are a significant factor in hiring decisions. Those who received job offers were 12 times more likely to be described as having a “great personality.” Other key findings include:
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Candidates were six times more likely to be deemed “nice.”
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They were five times more likely to be described as “friendly.”
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They were four times more likely to be described as having “great energy.”
These personality-based descriptions may seem harmless, but Kieran Snyder, co-founder and chief scientist emeritus at Textio, points out that personality traits aren’t typically relevant to assessing a candidate’s ability to perform the job. “When you hire based on anything other than skills and the ability to develop new skills,” Snyder explains, “you’re setting yourself up for an organization that doesn’t perform.”
Gender Bias: A Hidden Barrier to Fair Hiring
The research also uncovered stark differences in how candidates’ personalities were described based on their gender. For example:
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Women were described as “bubbly” 25 times more often than men.
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They were 11 times more likely to be called “pleasant.”
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On the other hand, men were described as “level-headed” 7.5 times more than women.
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Men were also seven times more likely to be described as “confident.”
This reveals how gender bias can influence perceptions of candidates, suggesting that assessment standards might not be stringent enough. When personality descriptions are biased based on gender, it shows a need for more consistent and objective hiring rubrics.
The Solution: Consistent Assessment Standards and Training
To reduce bias and improve hiring outcomes, consistency is key. Snyder argues that a strong hiring process should focus on assessing a candidate’s functional skills, behavioral traits, and growth mindset. These aspects should be consistent across the entire recruitment process, from job descriptions to performance reviews.
“Clear rubrics” are crucial, Snyder explains. HR teams should be aligned on exactly what skills are required for each role and assess them consistently during interviews and reviews. The role of training here is to ensure that HR professionals understand how to use these rubrics effectively, while technology can assist in aligning the process and removing bias.
The Role of Technology in Reducing Bias
While technology plays a critical role in reducing bias, skills assessments should never be entirely automated. Snyder suggests that interview processes should be designed to give candidates a true sense of what it’s like to work within a company’s culture. For example, if collaboration is key to the role, then the interview process should reflect this, offering a glimpse into the teamwork candidates can expect.
By seeing candidates’ skills in action, interviewers can better assess their potential fit for the role. Furthermore, this process offers candidates a realistic job preview, ensuring they understand what it would feel like to work in that environment.
Building an Effective Hiring System
Incorporating clear rubrics, effective training, and bias-reducing technology into the hiring process is essential for fair and objective recruitment. While personality traits may be appealing in a candidate, they should never overshadow the skills and potential that are truly important for success in the role. By focusing on skills assessments, employers can build more inclusive, effective teams that are equipped to drive organizational success.
Source – HR Executive
