An Introduction to Minimizing Bias During Hiring and Staffing

The general manager of Arthur Wright and Associates in St. Louis, Missouri, for nearly three decades, Craig Nowotny successfully led the staffing firm through the 2008 recession without laying off any staff. In addition to his work, Craig Nowotny engages with professional organizations such as the Society for Human Resource Management (SHRM).

SHRM represents the interests of 285,000 HR professionals in nearly 170 countries around the world, providing members with a wide range of services and engagement opportunities, including access to articles on important industry topics, such as minimizing bias during hiring and staffing.

SHRM has reviewed research regarding biases and other injustices that exist in the hiring process. A few of the more effective methods of minimizing the influence of bias when searching for a new employee include reviewing the mechanics of hiring prejudices through specialized training, using inclusive language when composing and publishing job descriptions, and implementing blind resume vetting and interviews. Similarly, employers should formally standardize job interviews, as unconscious biases can steer interviews in various directions for different applicants. Employers may also consider establishing diversity goals for hiring.

For a more in-depth look at the impact of biases on hiring, please visit SHRM online at www.shrm.org.