{"id":10827,"date":"2019-10-17T11:25:01","date_gmt":"2019-10-17T11:25:01","guid":{"rendered":"https:\/\/keblog.demoapp.xyz\/?p=10827"},"modified":"2022-11-15T11:25:25","modified_gmt":"2022-11-15T04:25:25","slug":"eight-common-hiring-biases-to-be-mindful-of","status":"publish","type":"post","link":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/eight-common-hiring-biases-to-be-mindful-of","title":{"rendered":"Eight Common Hiring Biases to Be Mindful Of"},"content":{"rendered":"

Hiring bias is what stands in the way most of building a truly diverse team of professionals, and unfortunately, we are ALL guilty of unconsciously having a bias or two\u00a0<\/em><\/p>\n

It is well documented how diverse hiring practices are fundamental to reaching business success, particularly how building a diverse workforce not only improves workplace culture but also fortifies employee engagement and helps increase revenue. Armed with this information, an increasing number of employers continue to place more emphasis on hiring more diversely.<\/p>\n

However, good intentions do not always immediately lead to good results, and changes in processes and new initiatives alone are not enough to ensure increased diversity in hiring. In fact, according to global research and advisory firm Gartner, hiring decisions are among the top aspects of the talent life cycle that is vulnerable to bias, and unfortunately, we all have biases in one way, shape, or form.<\/p>\n

With that said, to best mitigate the effect of biases is to start with ourselves, and the following are some of the biases which, while common in the hiring process, we are often not too conscious of.<\/p>\n

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