What you want from your hiring process… Employees who are resilient, risk taking, honest and transparent.
What you are getting from your hiring process… Employees who fit into your bias.
When hiring new employees, we use pre-judgements or biases to make decisions about who to hire.
Pre-judgements are indirect measures of a person’s skills or abilities. For example, we might use a person’s education, resume, or interview performance as judgements for their ability to do the job.
However, these pre-judgements can be misleading. They can lead us to make decisions that are not in the best interest of our company or our department.
For example, we might hire someone who worked at Company X or went to a prestigious school or is an ex-athlete, even though they are not the best person for the job. Or, we might not hire someone who is less attractive, even though they are qualified for the position.
There are a number of reasons why pre-judgments can be misleading.
First, judgements are often based on stereotypes. For example, we might assume that someone who worked at Company X or went to a prestigious school is more intelligent or hardworking than someone who did not. However, there is no evidence to support this assumption.
Second, your pre-judgements can be biased. For example, we might be more likely to hire someone who looks like us or who comes from a similar background. This feels comfortable and natural, but its not necessarily best for your company or your department.
Finally, judgements can be inaccurate. For example, someone who has a disability might not be able to perform well in an interview, even though they are qualified for the job. This is because interviews are often not a good measure of a person’s skills and abilities.