UNBIASED HIRING: veto power for HR over hiring managers
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Description
According to an article by HBR, a vast body of research shows that the hiring process is often biased and unfair. Unconscious racism, ageism and sexism play a big role in who gets hired.
Unconscious biases have a critical and ‘problematic’ effect on our judgement. They cause us to make decisions in favour of one person or group to the detriment of others, the article continues.
This in itself is nothing new. People are biased, it’s one of the things that make us human.
But how can we limit the effect of our biases in the hiring process as much as possible?
Sure, we can put together a diverse hiring team, use inclusive language in job ads, incorporate blind hiring practices, etc. But at the end of the day, it often still is the hiring manager that has the final say. This means that if they are biased in their decision-making we still don’t have a fair hiring process.
And this brings us to our second statement of today:
HR should have a veto power over hiring manager’s decisions.
