Does objectivity really take the sting out of rejection?
Bias. We all have it. It appears either as implicit or explicit; conscious or unconscious. It is always with us as part of our own perception of the world.
It is, also, one of the biggest obstacles that keeps getting in the way of effective hiring processes. How we impose our personal biases on others may have an incredibly powerful impact on candidates throughout the job selection process.
The following podcast from CBC’s “The Spark” , discusses a few different methodologies to reduce the impact of bias during the applicant screening and interview assessment stages.
Click Here to Listen to the Podcast.
GapJumpers is a technology based resource that allows for ‘performance auditions’ which may open the door to a different approach for candidate screening. It is, in essence a ‘blind’ audition. The statistics cited in the first interview seem to speak for themselves when the use of blind auditions improved the diversity of demographics in a particular selection process. In the second interview, Ian Cook explores the issue of bias in recruitment processes from multiple aspects including the actual sourcing of candidates from diverse constituencies.
All of these tips and techniques seem to be critical in order to reduce the risk of bias in selection processes. Why?
It is interesting to note that this clip begins with a very powerful emotional memory, described by the host, about getting the good news confirming her new job. On the other side, she refers to the emotional reaction that each one of us may have all felt when we were rejected for a particular position.
We are so diligent in the field of Human Resources about neutralizing and objectifying processes in order to minimize our implicit biases and unconscious perceptions. We want to make the processes fair and accessible. As we make processes more bias-free, neutral, and objective are we striving to reduce the emotional, subjective, feeling elements linked to making the ‘right’ hiring decisions?
This may be what we want to achieve from a process perspective. However, in the end, does any objective process really take the emotional sting out of rejection?
We cannot forget that rejection, no matter how it is delivered, it always hurts.
Discussion Questions:
- How would you perform in a ‘blind’ job audition if you were not able to present yourself in person?
- According to Ian Cook (second interview), there are fewer examples of ‘reverse discrimination’ in Canada than in the United States. From your experience, what evidence supports this statement?
- What is reputational effect? Why is this important in any recruitment process?
- Promoting a diversity referral process seems to be similar to networking. What are the specific benefits that a diversity referral process would provide?
- As an HR professional, how will you respond to individuals want to make ‘networking’ connections with you?
- Do you remember your first job offer? What was your reaction?
- Do you remember being rejected for a job? What was your reaction?