Truly recruit the best: prevent
drop outs of qualified female talents

De-bias Your Hiring Process

Unconscious Bias in existing hiring processes prevents recruitment of the best candidates. Qualified Women in Tech & Digital drop out during the process. A re-design ensures that biases are circumvented. You truly will hire the best.

The problem

Processes in companies are subject to unconscious bias. Recruitment, incl. screening, interviewing and wage negotiation, are particularly affected. Women in Tech & Digital with good qualifications have a harder time to pass the hiring process. They stumble over invisible hurdles that are not perceived by themselves or by interviewers or superiors.

What can be done

Unconscious bias in the hiring process can be circumvented by structuring it differently. New Steps are introduced or existing ones adapted thereby de-biasing the process. Also criteria of job functions are analyzed and neutralized in order to prevent preferences.

Results

De-biasing the hiring process will result in a bigger and better selection of talents for your opening. Female applicants won't drop out anymore. Hence, you will interview and hire a wider range of talents. And you can truly employ the best.

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Approach & Deliverables

Audit

We sight your current hiring process and analyze where bias and unstructured procedures play. We summarize our observations in a report.

Design

We adapt your hiring process to circumvent bias. We make process steps structured & transparent. Per job function we develop objective profile requirements and criteria. We deliver a concept paper.

Implement & measure

We accompany the introduction of the adapted hiring process. We analyze initial successes with a before/after comparison. We compile observations and learnings.