When a resume for an open position lands on an employer’s desk, do the cultural, ethnic or socioeconomic implications of a candidate’s name or neighborhood factor into the decision to call them in for an interview? Maybe not consciously, but below the surface, something different might be going on.
Prominent studies have shown that the resumes of candidates with foreign or “non-white” sounding names, or who simply live at addresses in poorer neighborhoods might be getting dismissed because those attributes don’t fit subconscious preconceptions of an acceptable candidate.
It’s a very delicate subject that often makes people defensive, but avoiding it could mean that some individuals will continue to miss out on opportunities—and that businesses will pass over candidates who have fresh and valuable perspectives that they might never have considered.
What’s in a name?
At this year’s Indeed Interactive, Indeed SVP Paul D’Arcy explored the challenge this unconscious bias presents and why the first impressions of a resume may have employers missing out on a candidate who can bring true greatness to their businesses.
To learn more about how unconscious bias could be affecting our hiring decisions, watch the video of Paul’s Interactive address here. Tomorrow, we will look at solutions for dealing with this problem. Stay tuned…
See Part II of this video series for solutions to screening out unconscious bias.