The people you hire and how you do it impact your company’s culture, success, and reputation. Using traditional hiring methods, such as resumes and interviews, may allow for unconscious bias in your hiring process. With interview intelligence technology, you reduce these biases by objectively evaluating candidates. AI interview tools help reduce hiring bias in the following ways:
Streamlined Selection
A central data repository for candidate information simplifies selecting the best candidates to proceed to interviews. You can evaluate all applications on a single platform and compare data from various candidates simultaneously. This method streamlines your selection phase by giving your hiring panel adequate data to make prompt decisions and quick access to the most qualified individuals. With the interview tool, you collaborate with your team members to select qualified candidates and provide feedback for each candidate.
Improved Candidate Experience
Your hiring panel should create a positive candidate experience for every applicant, regardless of whether they are hired. With the help of a neutral hiring solution, your team can personalize communication with candidates, keeping them engaged and informed throughout the process. You accord each applicant equal treatment, even when located in various parts of the world or speaking different languages. The tool can send a personalized rejection letter with interview feedback if a candidate is not hired.
Standardized Assessment Criteria
Biases in the hiring process can occur as different interviewers use different interview questions and evaluation criteria. Your organizational culture, personal preferences, and background will likely affect the questions you ask and your candidate evaluation. You could eliminate this variation by using standardized evaluation criteria provided by interview intelligence technology. It will give you questions to ask every candidate and use an objective scoring system to evaluate responses.
You can also compare the scores of various candidates, minimizing bias in the talent acquisition phase. It also tracks the timing of responses so that you grade candidates based only on your criteria and nothing else. Your grading can be based on education, experience, or communication skills. That way, you support a fair and relevant process for each candidate’s evaluation.
Unbiased Candidate Screening
Using traditional hiring methods, your team screens resumes to shortlist candidates for an interview. At this stage, unconscious bias may affect everything, including reading names, educational institutions, gender, and location. You eliminate this bias by using interview intelligence technology to allow for merit-based screening. When you use these tools, you include only relevant categories for screening, such as skills and experience.
You shortlist candidates based on their qualifications and experience, bringing diversity to your pool of potential hires. These tools provide for blind screening, where you can hide personal information such as the name and gender of applicants. This further reduces unconscious bias. You allow each candidate to be judged based only on their capacity to perform in the role, reducing discrimination.
Invest in Interview Intelligence
Incorporating technology into your interview eliminates pitfalls like inaccurate assessments and unreliable evaluations. You can generate structured interview guidelines, confirming that each candidate is asked the same questions. Invest in an interview intelligence tool today and automate your employee acquisition process.
