The words and phrases you use in your job descriptions can carry a lot of meaning which can signal that a certain type of person is a better fit for the role.
If you use an excessive amount of masculine-coded terms, it is likely to decrease the number of women who apply.
Do you regularly run pay audits and fix any gaps that appear?
Are your perks about ping-pong tables and bean bags, or are you more focused on flexible working?
The decisions you make around these policies send very clear signals into the market.
To make fair, data-driven hiring decisions, you’ll first need to define what you’re going to be testing for.
We recommend choosing 6-8 skills, these can be made up of a mix of:
As humans, we're all subject to unconscious biases. Whilst absolutely necessary to navigate our everyday lives, these can lead to serious negative outcomes when it comes to hiring decisions. Given that most bias is unconscious, the only way to effectively reduce it and improve outcomes is to tweak our hiring process to design this bias away.