At most organizations, hiring quality candidates isn’t just limited to the recruiting team. Qualifying all parties involved in the hiring process is critical, as studies have shown that interviewer conduct is amongst the top-mentioned factors in candidate feedback surveys. HR professionals are tasked with ensuring that interviewers are qualified in order to provide a professional hiring experience to avoid common biases that appear in the hiring process. This presentation will: - Share proprietary wage gap data and personal experiences with pay inequality from Hired's "2018 State of Wage Inequality in the Workplace" report. - Discuss tactics to streamline recruiting practices, avoid unconscious bias and eliminate the wage gap. - Prepare your team with the knowledge and resources necessary to identify and hire top talent while remaining compliant.

1. How to Remove Bias from
Your Hiring Process
May 23, 2018

2. HR Redefined
Live Namely Event
June 7th–8th, 2018
New York City, NY
Register at hrredefined.namely.com
For event information, visit us at
Namely Library
Namely Events
Hired Resources
Upcoming events
Impact the Gap
Panel Discussion and Networking Live
Hired Event
June 13th, 2018
Seattle, WA
Register at
resources.hired.com/impact-the-gap-seattle/

3. What is Unconscious Bias?
Bias in the Interview Process
Bias at Salary and Offer Stage
Empowering Employees to Combat Bias
Agenda

4. Nidhi Gupta
Senior Vice President of
Technology, Hired
Maia Takarabe
Talent Acquisition,
Namely
Ellen Frank
Talent Acquisition,
Namely

5. Unconscious Bias?
What is

6. Unconscious bias is the brain’s tendency to take mental
shortcuts, relying on observed patterns (including cultural
stereotypes) to quickly and subconsciously process
information (Greenhouse, 2017).
What is unconscious bias?

7. bits of information
every moment
11 million
of information
We receive We can consciously process
40 bits
Therefore,
99.9%
of our thoughts
are unconscious
How much information can we actually process?

8. Creating awareness allows us to make better decisions,
create an environment where everyone can share their
ideas and opinions, and build a more diverse and inclusive
company.
Why should we be aware of unconscious biases?

9. Unconscious bias in the hiring process
Gender Bias School Bias Racial Bias Affinity Bias

10. Interview Process
Bias in the

11. Interview team
selection
Resume and profile
review
Culture “Fit” vs
Culture Add
Where can bias appear in the interview process?

12. Questions surrounding an applicant’s ability to perform
specific job duties:
● Physical requirements of the job
● Non-medical qualifications and skills
● How they would perform job tasks
What is it OKAY to ask?

13. What is it NOT OKAY to ask?
● Questions that will reveal whether the applicant is part of a
protected class:
○ How did you get that scar?
○ Are you considering starting a family?
○ Do you celebrate Christmas?
○ Are you married?
○ Does your family have a history of cancer?
○ Did you participate in the Vietnam War?
○ Which bathroom do you use?
○ Have you had any problems with law enforcement?
● Questions about salary history

14. Ignore it and do not use the information in hiring decisions
Exception: Current salary - in this case, write in your
scorecard/feedback sheet “candidate voluntarily disclosed salary”
What should you do with unnecessary information?

15. Salary and Offer Stage
Bias at the

16. of women surveyed reported that they
had found out they were paid less than a
peer of another gender in the same role
The wage gap is a big issue
54%

17. of the time men are offered higher
salaries than women for the same role
Companies share part of the blame
63%

18. of the time women are
asking for less money
However, we also need to empower female
candidates
66%

19. of candidates surveyed indicated their interest in
working for an organization would be impacted if
a company received negative attention for having
a gender wage gap
Competitive Recruiting Advantage
Not only right, but right for your business
Over 75%

20. How can you solve the
problem at your company?

21. !
Establish a
compensation
philosophy
Collect and look
at the data
Commit to pay
equality
Don’t stop
making it a
priority
Communicate
your results
widely

22. Combat Bias
Empowering Employees to

23. Training will ensure that ALL employees are
Creating a positive
candidate experience
Mitigating bias
and risk
Making data-driven
hiring decisions

24. 1. Recruiting 101: Systems Training
2. Recruiting 201: Hiring Fundamentals
○ Overview of the recruiting process
○ Submitting feedback
○ Legal pitfalls
3. Recruiting 301: How to Hire Top Talent
○ Use of the STAR method to evaluate values and competencies
Interviewer training framework

25. Blind resume
reviews
Use of
Technology
Implement a
value system
What else could your HR team be doing?

26. 1. Broaden your search
2. Ignore pedigree - school and company
3. During candidate debrief, focus on assigned competencies
and scores
4. Ensure your technical interviews are fair to all candidates
5. Don’t surprise candidates
6. Make reasonable accommodations, if requested
Technical/Hiring Manager do’s and don’ts

27. Question your first impression
?

28. Interested in learning more?
Namely is an all-in-one HR, Payroll, and Benefits platform
created to help mid-sized companies build a better workplace.
Namely is used by some of the world’s most innovative and
exciting companies in media, technology, commerce, and
more.
Hired is a career marketplace that intelligently matches tech
talent with the world’s most innovative companies. We combine
cutting-edge technology with unbiased career coaching so
both talent and employers can find the right fit, faster.
We are on a mission to find everyone a job they love.

29. Audience
Q A