Here’s How You Can Take Bias Out Of Your Recruitment Process
No matter how inclusive or how open-minded the organization is, there is always room for bias to sneak into the recruiting process. As long as the prescreening process has a human mind as the sole decision-maker in it — taking bias out of the process will continue to be a worry for recruiters.
Many organizations that strive to be unprejudiced opt with setting out diversity goals; have structured “gender-neutral” interviews. Some organizations even set a requirement for candidates to submit some work samples so they know that their skillset is being judged and not just their personality.
While all of these actions are good to take in order to minimize the recruiting bias, it’s not going to help in the longer run. In the modern-day and age, technology is taking over all arenas and that too for the better. Incorporating Artificial Intelligence helps eradicate bias from the recruitment bias to an amazing extent.
Taking Out Bias of Your Recruitment Process Using Gamification
Now that we have established the fact that there is bias in the recruitment process, let’s talk about how using gamification can eradicate bias from your recruitment process altogether.
Types of Bias in Recruitment
By incorporating gamified assessments in your recruitment process you can shortlist the best talent that is tailor-made for your organization. The use of AI will take out basic human bias. To name a few:
1. Beauty bias
2. Expectation Anchor
3. Halo Effect
4. Instinct Bias
Taking out such biases becomes tenfold easier with gamified assessments as you test candidates’:
Cognitive Abilities
Aptitude
Personality Traits
How Gamification Minimizes Human Bias
Imagine all candidates playing on one field. The only thing that is going to help them win is their skill set and their personal and professional capabilities. Who they are and where they come from can be ignored if we set our AI to disregard the demographics.
The evaluation is only going to be fair because you don’t know how the candidate looks like, you are not sure about where he/she graduated from and you definitely cannot make your own instinct-based judgment as to what he/she brings to the table just by listening to a few answers.
Several companies are using AI-based games to assess the candidate’s aptitude for a given role. Such games don’t only test candidates on their technical skills; in fact, a major chunk of the assessment pertains to the cognitive and emotional abilities of the candidates.
How AI Can Help You By Eradicating Bias
Eradicating bias from your recruiting process will not only help your potential employees but also your own organization and here’s how:
ü You won’t have to go through a plethora of resumes, AI takes care of that by using a custom algorithm in order to shortlist the best talent pool for you.
ü You will be avoiding a lot of mental fatigue by letting the AI do all the prescreening for you.
ü You can always revert back to validate the results.
ü Through situational tests, you will be better able to judge how a certain candidate would perform on the job.
ü You would be marketing yourself as an unbiased, objective-driven employer brand, which is what millennial talent wants to work for.
That said, if you’re looking to eradicate bias from your recruitment process — the faster, cheaper and most effective way of doing that would be to embrace the exponential technology named as “Gamified Recruitment”.
Do you have a couple of minutes to spare? We are excited to offer you a chance to take your recruitment process to the next level by making it fun, interesting and completely free of bias with gamified assessments!
Visit www.thetalentgames.com
Take a Free Demo of our bias-free Recruitment Game.
