4 Ways to Deal With Biased Hiring Manager Feedback - [VIDEO INCLUDED]
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4 Ways to Deal with Biased Hiring Manager Feedback
Recruiters have a valuable and unique opportunity to catch the bias that hides in the interview and selection milestone of the hiring process all by taking one simple action.
Ask for feedback regarding all hiring decisions.
In this week’s newsletter, I am sharing a classic video on the importance of going below the surface to gather feedback from hiring managers, how to identify if there’s bias and ways to mitigate and disrupt it.
Check out this week’s video: 4 Ways to Deal with Biased Hiring Manager Feedback.
Pressed for time? Check out the cliff’s notes version of the video below:
4 Ways to Deal with Biased Hiring Manager Feedback:
Step #1: Ask for feedback on the final hiring decision. It is one thing for a hiring manager to share with you their final decision to hire or reject a candidate, but do not forget to ask for insight regarding how the decision was made. It still shocks me at the number of recruiters who move forward only with the decision, with no detail on what went into the decision.
Step #2: Ensure clarity on feedback received for a candidate. If you do not understand the feedback presented, ask clarifying questions. Try asking “which qualifications were not met by this candidate?” This question helps to ensure the hiring manager is sticking to the qualifications and not making up irrelevant and unrelated success measures on the go.
Step #3: Compare the feedback to the qualification. Ask your hiring manager what answers or behaviors were demonstrated during the interview that led to the belief that the candidate did not meet a certain qualification. It is critical that you be specific and understand exactly why candidates are being rejected.
Step #4: Ensure the hiring manager understands that “qualified” has more than one look. This step is especially important when there are subjective qualifications listed in the job description such as the “ability to be” a team player. Using this example, ask, “what does a team player look like now on your team and in what other ways can one demonstrate the ability to be a team player that is unique to what is represented on the team today?”
I hope you enjoy this video. As a recruiter, soliciting and unpacking interview feedback from a hiring manager (or hiring team) provides you with necessary insight to both find and disrupt bias in a way that supports the workplace’s initiative to increase diversity, supports your hiring manager, and supports candidates from untapped backgrounds.
Join the conversation in the comments section. In supporting your hiring manager, what unique questions do you ask to ensure there’s no bias in their selection decision?
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