The Future of Work: Challenging Unconscious Bias
Matt Bradburn considered the notion of 'clones' in the workplace; the natural inclination of employers to steer towards candidates who share similarities to them. At People Collective, the priority is not this but more importantly: are you bringing in people who add value?
Matt considered some of the many challenges faced in talent acquisition, notably making your employer value proposition known, as well as challenges with communication, stakeholders, and issues in keeping candidates focused and on track.
- Every hiring process is biased. It is impossible to totally eliminate unconsious bias, but this can be largely overcome through education, awareness and an open mind
- Racially and ethically diverse teams were found to out-perform their competitors by 35%
- Knowing your team and training interviewers will further help to enable the best interaction and selection of candidates
Matt also made the point that it is imperative to consider the different levels of a candidate and their capabilities.
- Behaviour is inherent while knowledge is learned, and it is critical to consider the value and importance of both
- Ensuring that candidates have the right cultural attitude will be conducive to meeting the needs of your clients
-Diversity means not only race and gender, but it is important to consider neuro-diversity or 'diversity of thought'; essentially, the different viewpoints and mental strengths offered by a diverse workforce
-Ascertaining what sorts of attitudes are desriable will help to design your interview process
-Use of phrenology and other psudo-scientific approaches in automation is outdated and technology itself should not be a substitute for genuine, human interaction