Addressing Bias in Hiring Practices – A Lesson in A Human Resources Class (2024)
Rebecca Hamlin
The DSJ outcome: Engage in intentional communication with awareness of intent and impact. Explain different types of knowledge and how knowledge construction maintains power, privilege, and inequity. In HRM 290 Successful Hiring, one assignment students have is to examine their own unconscious biases. The hiring process has multiple opportunities where our biases come into play. When we think about reviewing resumes, phone interviews, and in person interviews, it is critical to analyze and examine our own biases so we can become aware and not allow them to negatively impact hiring but also becoming aware to help others in the hiring process. In addition to the discussion assignment, we actively discuss this topic in class. Having awareness of our own unconscious bias allows us to hire inclusively.
Students watch the two videos below. The first video by Gail Tolstoi-Miller addresses biases in recruiting and the second video by Valerie Alexander explores how to outsmart your biases. Her visualization at the beginning and end, powerful. Students watch the videos and, in a discussion, answer the following:
1. What ways you see Recruiters and HR Business/Talent Partners support inclusive hiring and selection practices?
2. What are specific strategies and actions HR recruiters can take to address biases in recruiting and selection?
3. Consider your own journey as an HR professional. How have or will you address your own unconscious biases in the work you do?
https://www.youtube.com/watch?v=QCFb4BiDDcE&t=214sLinks to an external site.
https://www.youtube.com/watch?v=GP-cqFLS8Q4Links to an external site.