Hiring processes are often challenging for companies to design, particularly when they want to ensure all job seekers are given a fair chance. Discrimination can accidentally work its way into processes, and that’s highly problematic. There are strict laws regarding discrimination in hiring, and failing to comply comes with consequences. Additionally, a reputation for discrimination creates difficulties when needing to recruit.
Fortunately, there are reliable ways to avoid discriminatory hiring processes. Here are a few best practices to follow.
Understand Equal Employment Opportunity Laws
Equal Employment Opportunity (EEO) laws bar specific discriminatory practices in the workplace, including the hiring process. Generally, the mandates are designed to ensure that various employment-related decisions – including hiring, promotions, access to training, and more – aren’t made on the basis of a person’s race, color, ethnicity, national origin, religion, age, sex, gender, sexual orientation, physical disability, or mental disability. Essentially, they help ensure that a person’s professional capabilities and similar objective factors are the deciding factor.
By understanding EEO laws, it’s easier to design non-discriminatory hiring practices that level the playing field. Additionally, it helps companies ensure that they don’t fall on the wrong side of the law, an issue that can lead to stiff penalties.
Develop Inclusive Job Descriptions
When creating job descriptions to showcase in vacancy announcements, ensure they’re inclusive. Avoid gendered or culturally insensitive language and make sure that the way the content is written doesn’t exclude any legally protected class based on EEO definitions.
It’s also wise to thoroughly describe the job duties, ensuring they’re written objectively. Stating that you’re an “equal opportunity employer” is also smart, showing conscientiousness about avoiding discriminatory practices.
Keep Interview Questions Consistent and Job-Focused
When interviewing candidates, it’s best to use a list of questions to ensure a consistent experience for every candidate. Additionally, make sure that all inquiries focus solely on the duties, responsibilities, and requirements of the role.
It’s also wise to avoid questions that may accidentally lead to discriminatory behavior. For example, asking a candidate if they have a high school diploma or its equivalent is usually fine if having it is a job requirement. However, inquiring about the year they graduated is potentially problematic, as it could serve as the basis for age discrimination.
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Offering Interviewers Training on Discrimination and Unconscious Bias
When interviewers are trained about discrimination and unconscious bias, they’re less likely to engage in potentially problematic behaviors. It ensures that hiring managers understand what is and isn’t legally permitted. Additionally, it can help them spot actions or thoughts that could indicate unconscious biases, allowing them to remain vigilant when engaging with job seekers.
Hiring managers engaging in practice interviews with employees who are well-versed in EEO laws and fair, unbiased recruitment and hiring practices is also wise. It creates opportunities to potentially catch problematic actions or mindsets before interviewers engage with candidates, allowing for corrections ahead of scheduled interviews.
Partner with a Staffing Firm
Staffing firms understand the importance of fair, non-discriminatory hiring practices and are well-informed about EEO laws and various local laws regarding recruitment. By partnering with a recruitment agency, you’ll have access to support and guidance from trained professionals. Plus, staffing firms carefully develop their hiring processes to ensure they’re unbiased and non-discriminatory.
At GSG Talent Solutions, we focus on creating fair recruitment processes to ensure bias and discrimination aren’t part of the equation. Additionally, we provide extra support to candidates with disabilities through our WorksWonders Program, making employment more accessible to individuals who often face discrimination in hiring.
If you want to avoid discriminatory hiring practices, GSG Talent Solutions wants to hear from you. Contact us today.