Managing Unconscious Bias in the Hiring Process
Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.
Let’s take a moment to think about all the hard work our brains do. At any given moment, they’re receiving 11 million pieces of information. If it sounds like a lot, that’s because it is! Human brains can only consciously process 40 pieces of information. So it’s only natural that they might look for ways to take some shortcuts. And in some cases, this is great. It means that we can focus on things like not being eaten by a predator while still continuing to breathe. Great work, brain! But in other cases, it means that we make decisions based on opinions we’ve formed about different groups or sets of people, often without realizing it. Not so good.
At Greenhouse, we recently had the opportunity to participate in unconscious bias training with Paradigm, and I wanted to share a few of the key points we covered when it comes to unconscious bias in the interview and hiring process. Curious to learn more? Read on!Read more