Clevry’s Post

Biases can subtly shape our hiring decisions, even when we strive to be objective. From unconsciously favouring candidates with similar backgrounds to forming early judgments, these biases often lead to costly mis-hires, decreased diversity, and missed potential. Recognising and addressing these biases is essential for building fair, data-driven recruitment practices. In this series, we’re diving into common hiring biases to support more objective hiring, including: 💡What each bias looks like in practice 💡Real-world examples and impacts 💡Practical strategies for overcoming them Next up: Confirmation bias #HiringBias #InclusiveHiring #TalentAcquisition #Recruitment

It’s natural to feel a connection with someone who shares similar experiences or interests—but in hiring, this can lead to missed opportunities. Similarity attraction bias occurs when we unconsciously favour candidates who remind us of ourselves, often overlooking more qualified individuals who bring fresh perspectives and skills. As part of our series on hiring biases, this post explores: ✅ How similarity attraction bias shows up in hiring decisions ✅ Real-world examples and impacts ✅ Practical strategies for addressing it Recognising and tackling these biases is essential for building fairer, more inclusive hiring practices.

Six ways that companies and hiring managers can make skills based hiring a reality...

If you're an in-house talent manager or people professional, how often do you hear things like this from hiring managers? 👇 "Why do we need to focus on diversity in hiring? Shouldn't we just hire the best candidate for the job?" Of course! These aren't mutually exclusive. By creating an equitable hiring process, you will naturally attract the best AND most diverse candidates. It isn't about lowering the bar, it's about widening the net to get the best talent 🌟 🤝 To successfully embed equitable hiring practices, talent teams and hiring managers need to work together to tackle misunderstandings like this. If you'd like more tips for turning hiring managers into DEI champions, join senior tech leaders from Multiverse Attest Recruiting Brainfood and Equitas as they share their experiences on April 30th. Link to register in comments.

Bias in the hiring process can present itself in many ways - both unconscious and conscious. Because of this, many organizations have moved to a blind hiring process. This method involves concealing a candidate's personal information that could potentially sway the decision-making process. Read this article for ways to implement blind hiring in your organization: https://lnkd.in/d998TKxt

We're all biased creatures... it might not plausible to say we can avoid our biases but at least we can acknowledge and manage. Acknowledging our biases and the fact of being biased would help us develop systems, and approaches to mitigate the impact of our biases and offers diverse talents greater leeway to Express their uniqueness. #talents #talentacquisition #equality #diversity #fairopportunity #equalopportunity

The path to achieving true diversity and inclusion in work spaces involves more than just implementing process changes and diversity initiatives. Hiring stakeholders who often have the final say in hiring decisions, must confront their own biases. Embracing diversity not only benefits the organization but also fosters innovation, critical thinking, and personal growth. Shifting from a fixed mindset to one of openness and growth is essential to challenging and addressing personal biases, ultimately leading to more inclusive workplaces.#implicitbiases #growthmindset #seatatthetable #inclusionwins

Do you rely on your gut feeling when making decisions? Our intuition plays a significant role in decision-making. However, it is important to be aware of the potential drawbacks that can arise from relying too heavily on intuition, especially in a hiring setting. When intuition bias comes into play, diversity and inclusion suffer, as candidates from underrepresented groups may face unfair hurdles. Valuable talent opportunities may be missed, resulting in a less diverse and dynamic workforce. Are you interested in learning more about intuition bias and how you can limit its impact on your recruitment process? Read more about it in our bias glossary. Find the link in the comments 👇

Recruiting for a role? Take a moment to examine how you can get your biases out of the way for better hiring decisions! Great insights from Harvard Business Review here. https://lnkd.in/gPsYbDHg

In today's rapidly evolving job market, many seasoned professionals find themselves facing an unexpected hurdle: age bias in hiring. As someone who values diverse experiences and perspectives, I’m curious about a pressing issue: Why do recruiters, talent acquisition teams, and companies often overlook candidates aged 45 and older? What barriers do these seasoned professionals encounter, and how can we foster a more inclusive hiring landscape? I'd love to hear your thoughts.