When it comes to hiring, many companies believe they are focused on finding the best candidate for the job. However, there is often an unconscious hiring bias that can cloud this process. One particularly common form of bias occurs when hiring managers unknowingly search for candidates who mirror the previous person in the role. While this may seem harmless, it can lead to missed opportunities and hinder diversity and innovation within a company.

In this post, we’ll discuss how this bias manifests, why it’s important to address, and how to ensure your hiring practices are more inclusive.

The Subconscious Bias: Looking for “The Same”

Hiring bias can creep into the recruitment process without managers even realizing it. When the previous employee in a role was successful, hiring managers tend to look for candidates who share similar traits. This could mean seeking someone of the same gender, age, or background, even if these factors have no bearing on the candidate’s ability to do the job.

For example, if a mid-30s male with a business degree excelled in the role, the hiring manager may subconsciously gravitate toward candidates who fit that demographic, thinking, “This worked last time, so it will work again.” Unfortunately, this approach overlooks the potential of candidates from diverse backgrounds who could bring new skills, perspectives, and ideas to the position.

The Problem with Bias in Hiring

While hiring managers may not be intentionally discriminating, this kind of bias can have several negative consequences:

1. Narrowing the Talent Pool: By focusing on candidates who resemble the previous employee, you limit your search and may miss out on qualified candidates from different demographics. These individuals may bring unique strengths and approaches that could greatly benefit your company.
2. Lack of Innovation: Diverse teams are proven to foster innovation. When a team is composed of individuals from varied backgrounds, they offer fresh ideas and different ways of solving problems. By continually hiring similar candidates, you risk stifling creativity and preventing the company from evolving.
3. Reinforcing Inequity: When certain demographics are consistently favored in hiring decisions, it perpetuates systemic inequalities in the workplace. This makes it harder to achieve true diversity, equity, and inclusion in the company culture.

Why Recruiters Ask: “Who Was in the Role Before?”

Recruiters, including those at Murray Resources, often ask hiring managers about the previous employee to gain insight into the job’s requirements and expectations. However, we also understand that this question can reveal unconscious biases. If the conversation centers on a specific type of candidate rather than the skills and qualifications needed, it’s a sign that bias might be influencing the hiring process.

The goal is to find someone who is a good fit for the role based on merit and qualifications, not based on how well they align with the characteristics of the last person in the job.

How to Combat Bias in Your Hiring Process

Overcoming hiring bias takes conscious effort. Here are a few strategies to help your company focus on finding the best candidate rather than the most similar one:

1. Focus on Skills and Qualifications

Rather than considering factors like age, gender, or background, concentrate on the skills, experience, and qualifications that are essential for the role. This creates a more objective standard and opens the door for candidates from a variety of backgrounds.

2. Implement Blind Hiring Techniques

Blind hiring involves removing personally identifiable information—such as names, ages, and gender—from applications and resumes during the initial screening process. This helps hiring managers evaluate candidates purely on their qualifications, without being influenced by demographic factors.

3. Conduct Structured Interviews

Unstructured interviews can sometimes lead to biased decision-making, as managers may give more weight to candidates they “click” with. Instead, use structured interviews, where every candidate is asked the same set of questions. This ensures that all applicants are evaluated fairly and consistently.

4. Engage in Unconscious Bias Training

Many organizations are now offering unconscious bias training to help hiring managers and employees recognize their implicit biases. This type of training can bring awareness to hiring patterns and provide actionable steps for creating a more inclusive hiring process.

Create a More Inclusive Hiring Process with Murray Resources

Addressing hiring bias is critical for building diverse teams and fostering a culture of inclusion. At Murray Resources, we understand the importance of finding the right candidate for the job, not just someone who fits a certain mold. If you’re looking to improve your hiring process and bring more diverse talent into your company, our experienced recruiters can help. We’ll work closely with you to ensure your hiring practices are fair and your talent pool is as broad as possible.

Contact us today to learn how we can assist with your hiring needs, or explore our job openings to discover top talent available now.