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Keep It Business Not Personal: Eliminating Bias from Hiring

Whether it’s something about the way they dress, the school they went to, or their taste in music, decisions about a candidate’s suitability for a role needs to come down to one thing: requirements of the role. Let your personal opinions take a back seat to your decision-making and drive forward with professionalism in mind.

Pondering People You Know

It’s natural for us to take care of our children, friends and family members when they’re in times of need, but that doesn’t make it okay to award a job unfairly to someone because they have a personal connection to you. The only time this is acceptable is if the person you’re considering has the proper education and background to satisfy your requirements. If they aren’t remotely qualified and you pass on someone who is for someone you know, a big red flag is staring you in the face that you’re heading into stormy waters and you better turn back. Ethically, it’s immoral and could potentially be detrimental to your company if they aren’t skilled enough to perform the role. Say no to nepotism and farewell to friends unless they’re the right fit, in which case they should still be given the same treatment as any other candidates and taken through the necessary company procedures for hiring.

Educational Biases

So you graduated from a specific school and only want to hire people from the same institution? If you close the door on other candidates based on their specific schooling, you’re unfairly screening them before you even get a chance to meet them. What people are like on paper doesn’t always translate the same way in person, so welcome people of different educational backgrounds to get a more well-rounded candidate base.

Someone like You

Think you and the person you’re hiring can be friends? The possibility is always out there, but that doesn’t mean that they’re the right fit because you two have similar personalities. Sometimes going with your gut and picking someone you know you’d get along with is a limiting and biased approach. They don’t have to be your friend; you just have to be able to work together. If you’re matching based on company culture and team fit with less of a focus on their qualifications, you’re ignoring the delicate balance between culture and ability. Don’t find friends for people in the company; find them capable co-workers.

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