21 Ways to Reduce Unconscious Bias in the Hiring Process

Unconscious bias is not only unfair—it leads to poor results. A Deloitte study found that 68% of respondents believe bias negatively impacts productivity.

Reducing unconscious bias benefits both people and profits. In this guide, we share 21 proven strategies to minimize bias during recruitment, helping you create a fairer and more effective hiring process.

What Is Unconscious Bias?

Unconscious bias is the tendency to favor certain demographic groups over others based on prejudices we may not even be aware of. In hiring, this can lead to decisions influenced by a candidate’s name, nationality, or gender instead of their skills and qualifications.

While no one is completely free from bias, becoming aware of it allows us to take steps to reduce its influence, resulting in fairer hiring decisions and a more inclusive workplace.

Job Ads

1. Remove gendered language – Words like “active,” “confident,” or “driven” may discourage women from applying, while feminine-coded words rarely deter male applicants. Use a balance of masculine and feminine terms or test variations to see which attract a broader talent pool.

Applications

2. Use blind applications – Remove names, photos, and other identifiers so candidates are evaluated purely on skills and experience.
3. Gather three independent, blind data points – Combine blind CV screening, skills tests, and interviews for fairer evaluations.

Interviews

4. Use structured interviews – Ask each candidate the same set of relevant questions to ensure consistency.
5. Delay sharing peer opinions – Avoid discussing candidates between interviewers until all interviews are completed to prevent bias transfer.

Hiring Decisions

6. Make data-driven decisions – Use measurable criteria wherever possible, even for soft skills.
7. Optimize your decision environment – Conduct evaluations in a neutral setting to avoid distractions and rushed judgments.
8. Prioritize behavioral fit – Focus on attitude and adaptability over just experience.
9. Review your hiring process regularly – Continuously assess and refine procedures to address bias.
10. Seek difference, not just similarity – Ask how a candidate will make your team stronger through unique perspectives.

Education

11. Provide bias awareness training – Equip managers with tools to recognize and reduce bias.
12. Learn about underrepresented groups – Reading and research broaden understanding of diverse perspectives.
13. Discuss the value of diversity – Share data and examples showing the benefits of varied backgrounds and viewpoints.

Self-Evaluation

14. Encourage leadership self-awareness – Leaders should regularly reflect on their own assumptions and biases.
15. Lead with vulnerability – Share personal examples of overcoming bias to inspire others.

Mindset

16. Watch out for likability bias – Ensure hiring decisions are based on job fit, not personal similarity.
17. Avoid “first interviewed, first hired” bias – Document reasons for candidate selection to counter early-interview favoritism.

Practical Tips

18. Schedule diversity actions – Plan training, reviews, and culture initiatives in advance.
19. Rethink the word “diverse” – Consider alternatives like “underrepresented groups” to avoid framing one group as the default.
20. Review representation – Ensure interview panels and promotional materials reflect diversity in age, gender, and ethnicity.
21. Use automated HR tools – Leverage onboarding software and applicant tracking systems to ensure fair, consistent processes.