How Recruiters Can Stop Unconscious Bias During Resume Screening [Video]

Research confirms unconscious bias in recruiting is still a major problem.

A recent study found unconscious bias occurs during resume screening. Asian applicants were 75% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., Luke instead Lei).

Black applicants were 160% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., L. Smith instead of Latisha Smith).

If you think minority applicants with similar qualifications to majority candidates are being overlooked at your company, it might be time to look into a technology solution.

AI for resume screening can help reduce unconscious bias during recruiting by ignoring demographic information such as race, gender, and age. Learn more in our video below:

Ideal Blog Banner

Ji-A Min

Ji-A Min

Head Data Scientist at Ideal
Ji-A Min is the Head Data Scientist at Ideal. With a Master’s in Industrial-Organizational Psychology, Ji-A promotes best practices in data-based recruitment. She writes about research and trends in talent acquisition, recruitment tech, and people analytics.
Ji-A Min

Comments