Recruiters and interviewers are not immune from unconscious bias, it impacts on the way they plan, interview and make the final selection. Unconscious bias can impact on the way the job description is designed and marketed, how interviewers perceive candidates and how the system and final decisions are conducted. Those involved in the recruitment processes may like to think that logic drives their decisions but often it can be driven by implicit instinct and bias.
Those involved in the recruitment processes may like to think that logic drives their decisions but often it can be driven by implicit instinct and bias.
This Pocket Book provides a guide to avoiding unconscious bias and discrimination within the selection and recruitment process.
Cost: £10
