It doesn’t matter what the size of your business is or who you’re hiring, such as an executive; what matters is how you go about the hiring process. Believe it or not, there is a major problem with businesses not particularly going about hiring and interviewing people most ethically.
For example, it’s known that women, especially those who are in the age bracket of getting married and having children, being pregnant, newly married, or who are not even interested in any of these, still get skipped over compared to their male counterparts.
Corporate culture, the same goes for HR culture, does this song and dance on LinkedIn about needing more diversity and the need to hire more women, but when the time comes, it’s fairly rare (and yes, women discriminate against other women in the hiring process).
Fortunately, AI recruitment doesn’t discriminate against, as humans do, and AI doesn’t make the same ridiculous assumptions that humans do. But you can’t expect AI to do everything in the hiring process. So, with that said, what can businesses do to have a more ethical approach when it comes to hiring?
Remember There’s a Story Behind Everyone
It’s easy to get lost in the flurry of resumes and interviews. When it comes to recruiting and even being a hiring manager, you are truly hit with such a giant wave of things that have to be done. So it’s understandable that you want to quickly pick the right person, but again, you want to make sure it’s the right person. But behind each application is a person – with dreams, fears, and a unique journey.
They aren’t just some workers be, they are human, they have a reason why they’re applying, and they have a story of their professional career and academic careers. You can’t just look at their resume and immediately say “next”, there’s so much more that needs to go into this. Your company needs to ensure that every interaction, from the first email to the final decision, reflects our respect for their humanity.
Cultivate Openness and Transparency
While it’s totally fine to use AI to help find the right people and go through resumes, you also need to understand that you’ll still need to look at them. AI will only focus on certain keywords and numbers and will only focus on data.
But sometimes, in a cover letter, there might be a story, there might be information, there might be something useful that AI might overlook. Actually, sometimes, even a person could overlook it if they don’t have a solid grasp (and sometimes recruiters lack that grasp that only a professional in the field has).
So, when you find the right people, (or wrong), never go with dead automated emails. Everyone absolutely hates those, and it’s why HR doesn’t get much respect from applicants. Instead, it’s about building trust, and this begins with clear communication. So, just go ahead and start setting expectations, offer feedback, and engage with candidates genuinely and transparently. After all, a little kindness goes a long way in fostering a positive experience for everyone involved.
Applicants want the human touch, and just going with w “No, next” is the worst thing you can do to your company or even the people applying.
Diversity is a Strength
This is probably what gets people the most. It was mentioned earlier that women don’t get hired enough, but at the same time, on LinkedIn, Forbes, and everywhere else, it’s preached that there needs to be diversity (not just gender, but race and ethnicity, too). There are actually a few memes online about this, too.
So, you really need to understand that diversity isn’t just a buzzword – it’s the lifeblood of innovation and creativity. Just by actively seeking out candidates from diverse backgrounds and perspectives, we enrich our teams and unlock new possibilities. It’s for the best to just celebrate what makes each candidate unique and embrace the richness it brings to the workplace.
You Have to Mitigate Bias with Empathy
Unconscious biases can cloud your judgment and hinder your ability to see the true potential in every candidate. It happens to everyone, and this is awful, truly. Instead, you need to implement strategies like structured interviews and blind resume reviews to level the playing field. You just can’t forget the power of empathy – understanding each candidate’s journey and offering support along the way.
Again, everyone is human with their background and their own experience. Are you going to let go of this potential candidate because of something they’re going through? You’re the furthest thing from perfect, and so are they.
They might be the applicant who can truly revolutionize the company, so is it worth rejecting them for something that they dealt with/went through (such as getting laid off at their previous job, having a child, having a mental health gap, death, etc.)? There needs to be empathy, and this is what is lacking most of all in recruiting.