Behind the Screen: Strategies for Fairer Hiring

Aug 14

Written By Nathaniel Steele

Hiring bias remains a persistent problem in many companies, even those with the best intentions. Despite policies meant to create equity, decisions are often influenced by personal preferences, resulting in unequal outcomes. But what if hiring could be both fair and effective? It’s more achievable than you might think.

Imagine a world where the most qualified candidates always get the job, and biases—both conscious and unconscious—are set aside in favor of objective evaluations. What would that look like for your company? By implementing a few straightforward strategies, companies can drastically improve their hiring processes, benefiting both employers and job seekers alike.

So, what can be done to ensure fairness? Below are three practical steps every company should consider to foster a more equitable hiring process:

1. Personality Assessments: Beyond First Impressions

Many hiring decisions are still influenced by superficial factors—whether a candidate “feels right” rather than whether they can do the job. Have you ever hired someone based on a “gut feeling” rather than their skills? Employers may unknowingly prioritize cultural or personal compatibility over the necessary skills and experience. This is where standardized personality assessments can help.

Tools like the Big Five Personality Test or the Myers-Briggs Type Indicator allow employers to evaluate traits that matter in the workplace—teamwork, adaptability, and communication—objectively. By using such assessments, companies can make more informed decisions based on a candidate’s compatibility with the job and company values, rather than personal biases.

In fact, studies have shown that personality assessments can reduce hiring bias and even improve retention rates, since the focus is on relevant competencies rather than first impressions. Can your company afford to miss out on great candidates due to first impressions? Moreover, legal guidelines like those from the Equal Employment Opportunity Commission (EEOC) support the use of validated assessments to promote fairness in hiring.

2. Anonymity in Hiring: Leveling the Playing

One of the most effective ways to combat bias is to adopt anonymous hiring practices. Do you know how much unconscious bias plays a role in your hiring decisions? Personal details on resumes—such as names, ethnic backgrounds, and even hobbies—can trigger these biases. When Malcolm Gladwell described blind auditions for musicians in his book Blink, he highlighted how using screens to conceal the identity of performers led to more women being selected. The focus shifted solely to their talent.

The same principle applies to hiring: by removing names, photos, and other personal details from resumes, companies can focus on qualifications, skills, and experience alone. This simple change can lead to a more diverse and inclusive workforce, as shown by companies like Deloitte and the BBC, which have adopted anonymized hiring to great effect. Studies also back this up: anonymized resumes can reduce discrimination rates by 20-40%, according to research from the National Bureau of Economic Research.

How much more diverse could your company become by simply removing names from resumes? The potential benefits are huge.

3. Mandatory Selection Mechanisms: Ensuring Fairness for Overlooked Candidates

Sometimes, qualified candidates are repeatedly overlooked, either due to bias or simple oversight. Is your company unintentionally bypassing the best talent? To address this, companies should introduce a mandatory selection review process for candidates who are passed over a specific number of times despite consistently ranking high in evaluations. For example, if a candidate is in the top 10% but is bypassed 10 times, an automatic review should take place.

The UK’s “Rooney Rule” serves as an example of this kind of initiative, requiring that at least one diverse candidate be interviewed for every senior position. By implementing similar mechanisms, companies can ensure that no qualified candidate is consistently ignored due to lingering biases.

What mechanisms does your company have in place to ensure the best candidates aren’t lost in the process? If none exist, it may be time to consider implementing some.

The Bigger Picture: Why Fair Hiring Matters

Of course, there are concerns that implementing these changes could be costly or time-consuming. However, the long-term benefits far outweigh any initial investment. Are you willing to risk your company’s future success by not prioritizing fairness? A diverse and inclusive workforce leads to higher levels of innovation, increased employee satisfaction, and better overall business performance. In fact, research by McKinsey & Company found that companies in the top quartile for gender diversity were 21% more likely to outperform their peers.

Furthermore, adhering to EEOC guidelines and implementing fair hiring practices can protect companies from costly legal challenges related to discriminatory hiring processes. It’s not just about compliance—it’s about leading by example and fostering a workplace that values diversity and fairness.

Conclusion: The Time for Change is Now

By embracing personality assessments, anonymous hiring, and mandatory selection mechanisms, companies can significantly reduce bias in their hiring practices. These strategies not only align with legal guidelines but also help create a more inclusive and productive workforce.

So, will your company lead the way in fairness, diversity, and equality, or remain bound by outdated biases? It’s time to critically assess and revamp your hiring practices. What’s holding you back from making the change today?

This version is structured to engage readers with reflective questions, encouraging them to assess their own company’s practices and consider implementing changes. Let me know if you’d like any further adjustments!

Nathaniel Steele is an experienced writer with a strong background in conducting interviews and investigations within federal law enforcement. He creates engaging fiction, editorials, and narratives that explore American social experiences.