We all know that interviews during recruitment should be fair, but how far away are we from the truth? Is it actually the recruitment reality, or is there hidden discrimination in the interview process that each candidate goes through? Research published by Harward University in 2012 states that both male and female interviewers find male candidates more suitable for a position despite the female candidates having the same level of qualification. The figures don’t just end here; several other studies suggest discrimination against candidates in terms of Race, ethnicity, age, physical disability, and LGBTQIA+ status. So, the question here is, what can be done here to minimize interview biases? The answer is quite simple: interview intelligence platform.
A brief intro to interview bias and recruitment discrimination:
See, the most challenging thing about any interview is to maintain the decorum of the recruitment process and ensure that the interview is fair and unbiased. Discrimination in the interview process simply stands as unfair treatment of the candidate on the basis of their race, religion, gender identity, age, caste, and physical disability. The US Civil Rights Act of 1964 prohibits discrimination against anyone based on their race, religion, color, sex, or national origin. However, despite all the efforts still, there are improvements to be made in the recruitment process, and maybe the answer to this lies with AI.
How can AI help reduce interview bias?
See, biases in the recruitment process are quite a common phenomenon nowadays, as the majority of interviewers are not adequately trained even to understand what bias is. Here are some areas where AI can help in reducing interview bias and tackle discrimination in the interview process effectively.
The structured interview:
Structured interviews with the help of AI can enable the recruiter to create a set pattern and template for the hiring process. It allows you to ensure that interviewers stick to a protocol and do not deviate from the questionnaires. Besides elevating hiring and candidate experiences, a structured interview gives a sense of calm to the interview from the worries of manual questionnaire preparation.
AI interviewer training:
Interviewer training is the most vital component in reducing bias and discrimination in the interview process. If the interviewer is well versed in the technicality of interview bias and protected class, they can evaluate the candidate much better. Training also helps interviewers hone their skills and ensures empathy among the recruitment team.
Video and audio analysis:
AI systems can easily detect non-verbal cues during an interview. Giving the recruitment team significant improvement metrics. This helps identify gaps in the interviewers’ skills, and with the proper direction, hiring managers can ensure necessary feedback is given to the interviewer. This helps a lot in improving the behavior of an and empowers a good candidate hiring experience.
AI can easily provide feedback to the interviewers in real-time, making sure that the interview is in check. BarRaiser live interview guidance has similar capabilities that give real-time feedback to interviewers and help them in certain scenarios, such as long pauses. In addition, our tool also asks interviewers to give feedback on questions answered by the candidate; this helps in creating a quick candidate report. At the end, it overall helps in the decision-making process of recruitment.
At the end:
Discrimination in the hiring process is indeed a challenge in modern recruitment. And perhaps AI has the potential to help reduce interview bias and elevate candidate hiring experience. With the commitment to minimize interview bias and discrimination in a company’s recruitment process, BarRaiser’s power interview intelligence platform stands sturdy. AI in recruitment is a useful tool that all organizations should have, apart from elevating candidate experience, AI can also significantly reduce turnaround time.