Unconscious bias: Stereotypical hiring practices. | Gail Tolstoi-Miller | TEDxLincolnSquare

Summary

This insightful script delves into the world of recruitment and the impact of unconscious bias on hiring decisions. Highlighting that recruiters spend only six seconds on a resume, the speaker, a recruiter and career coach, reveals how minor details can lead to bias, affecting a candidate's chances. From clothing choices to social media presence, even phone interviews can trigger bias based on tone and accent. The speaker shares personal experiences and challenges, urging for self-awareness and the use of 'so what' as a tool to question and overcome these biases, advocating for a more equitable hiring process.

Takeaways

• 🕒 The average time a recruiter spends reviewing a resume is just six seconds.
• 💡 Humans are bombarded with 11 million pieces of information at any time but can only process 40 consciously, leading to shortcuts and unconscious bias.
• 👠 Unconscious bias can be influenced by seemingly trivial factors, like wearing white pumps after Labor Day.
• 🔍 Every detail on a resume, including mailing address and email address, can influence a recruiter's decision.
• 🎓 Perceptions of educational institutions can also impact hiring decisions, even for well-known universities.
• 👀 Social media can be scrutinized by recruiters, and any information found can affect a candidate's chances.
• 🗣️ Unconscious bias can also occur during phone interviews based on tone, pitch, and accent.
• 👀 Appearances, including tattoos and hairstyles, can play a role in in-person interviews and contribute to unconscious bias.
• 🤖 The speaker discovered their own unconscious bias through self-reflection and auditing.
• 🧐 Asking 'so what' can be a powerful tool to challenge and unravel unconscious bias and focus on relevant factors.
• 🌈 Embracing individual differences and similarities is essential for collective strength.

Q & A

What is the average time a recruiter spends reviewing a resume?

The average time a recruiter spends reviewing a resume is six seconds.

Why do recruiters often make quick decisions on resumes?

Recruiters make quick decisions on resumes because our brains create shortcuts to handle the overwhelming amount of information we are exposed to, which leads to unconscious bias.

What is unconscious bias and how does it affect the hiring process?

Unconscious bias refers to the automatic, unintentional judgments we make based on our beliefs and experiences. It affects the hiring process by influencing decisions on who gets selected for interviews or hired, often without the recruiter being aware of it.

Can something as trivial as wearing white pumps after Labor Day impact a candidate's chances of getting a job?

Yes, as illustrated in the script, a hiring manager's personal beliefs and judgments about wearing white pumps after Labor Day led to a candidate not being hired, despite being qualified.

What are some examples of details on a resume that can lead to unconscious bias?

Examples include a mailing address that suggests a long commute, an unprofessional email address, attending a college perceived as less prestigious, and social media content that doesn't align with the recruiter's views.

How can a recruiter's unconscious bias affect the phone interview process?

A recruiter's unconscious bias can affect the phone interview process through judgments based on a candidate's tone, pitch, and accent, which can lead to an unfair evaluation.

What factors can contribute to unconscious bias during an in-person interview?

Factors contributing to unconscious bias during an in-person interview can include a candidate's appearance, such as tattoos or hairstyle, as well as stereotypes about certain demographics, like the assumption that Asians are better with technology.

What did the speaker do to address their own unconscious bias in the recruiting process?

The speaker conducted a self-awareness exercise, took Harvard's online implicit association test to measure their level of bias, and challenged their own assumptions and judgments by asking themselves 'so what' to question their decisions.

What is the significance of the phrase 'so what' in addressing unconscious bias?

'So what' is a self-checking phrase that helps to pause and question the judgments and assumptions used to make decisions, allowing for a more conscious and unbiased evaluation of candidates.

How does the speaker's personal experience as a misunderstood NYU student relate to their perspective on unconscious bias?

The speaker's personal experience of being wrongly perceived and judged due to their appearance and attitude gives them insight into the impact of unconscious bias and motivates them to address it in their professional life.