Avoid unconscious bias in the recruitment process

Unconscious bias is one of the biggest challenges in the recruitment process when it comes to ensuring a diverse workforce. This inspiration catalog provides suggestions on how unconscious bias can be minimized before, during, and after the job interview

1
Before you do the job posting
In job postings, applicants are encouraged not to include identity information in their application and CV, such as name, age, gender, marital status, or profile picture, in order to reduce unconscious bias.

The words in job postings are screened for unconscious bias based on AAU’s ‘TOP 10 - stereotypical words in AAU’s job postings.
2
Prior to candidate selection
The hiring committee identifies and prioritizes the most important criteria by which applicants will be assessed.

The hiring committee prepares a question framework so that all candidates are initially asked the same questions.

The hiring and evaluation committees watch this video about situations where unconscious bias may be expressed.
3
During the job interview
During the interview, a task that the candidates have prepared in advance is used as a starting point to provide insight into the candidates’ competencies and to establish a more objective basis for assessment.

The hiring committee refrains from discussing the candidates between interviews to avoid being influenced by each other’s perceptions.
4
Selection of the right candidate
The hiring committee ranks the candidates and presents the rankings in turn.

The chair of the hiring committee concludes the round to avoid putting informal pressure on the other members of the hiring committee.