4 Ways to Fight Unconscious Bias in AI-Powered Recruiting Platforms

1. Ask questions. You can ask a number of questions of potential vendors to gauge their bias-mitigating safeguards. Can you gain some visibility into how their algorithms are created? Do they have an industrial-organizational psychologist on staff who can perform detailed job analyses and help the data scientists build a definition of “good” variables? Do the vendors perform regular, independent audits on the results to see if enough diverse candidates are advancing? Do they score or rank candidates, and if so, can they randomize the top 10-20 to avoid undue focus on minute differences?

2. Remove biased language from job descriptions. Textio found that using words such as “exhaustive” and “fearless” in job descriptions led to more male candidates, while words such as “transparent” and “catalyst” led to more female applicants. Similarly, filling job descriptions with phrases such as “digital native,” “super fun” or “recent graduates” could suppress interest from older job seekers who bring a wealth of experience and soft skills to the table, especially those who may be switching careers or be willing to take a pay cut to learn skills.

3. Diversify recruiting strategies. Widen your pool of applicants simply by expanding your sourcing pools. Numerous job boards and vendors are specifically designed to increase the diversity of your candidate pool — the AARP Job Board is one example. Alternatively, use work assignments or science-backed assessments to provide realistic analysis of which candidates would do well in the role, not just ones who come from the same zip code or alma mater as previously successful hires.

4. Ditch cultural fit, hire for cultural add. Adopt a policy of looking for difference. Many times even the candidates who make it through all the hurdles fail at the final decision point because they don't look or feel like the rest of the people on the team. But it is well established that solving complex problems and generating innovative solutions require a wide range of perspectives and experiences. Pay attention when a well-qualified candidate offers just enough difference to spark creativity and new approaches — and make those arguments to the hiring manager.

The algorithms aren't going away, and with vigilance and intervention you can leverage them to shoulder the heaviest burdens of recruiting while still meeting your diversity and inclusion goals.