Isomo Recruitment

# Our Robust Research on Recruitment Bias

# Unconscious Bias Could Be Anywhere

# The Name Game 🔍

Applicants' name provides a lot more information than we think. Based on a simple name, we can deduct someone's gender, ethnicity and race. Experiments have shown that simply changing the name on an application can significantly alter call-back rates, even for employers with a public commitment to equal opportunity. Moreover, despite the significant amount of investment spent annually on diversity training programmes, there’s little to no evidence that they work.

# Application Order and Timing ⌚️

Research shows that by being the first couple applicants, the chances of getting an interview is the highest. Another interesting result is that it matters a lot who comes before the applicants when recruiter is viewing the application.

# Individual Bias 📣

Studies have shown that crowds will beat experts in the recruitment process when they are:

  • Diverse – they bring varying degrees of knowledge and insight;
  • Independent – individuals’ opinions aren’t affected by the surrounding co-workers;
  • Decentralised – they each have their specialization and know how to utilize them;
  • Aggregated – a mechanism exists to process views and convert them into collective intelligence.