It is critical for organizations to be aware of unconscious and intrinsic biases and take steps to mitigate them in the hiring process. David Laws shares some powerful information on his website where he defines unconscious bias and shares five Benefits of Unconscious Bias Training, click the image below to be directed to his his page.

Unconscious biases in hiring refers to the following:

…. • …Automatic or unintentional biases can affect a hiring manager’s decision-making process, often without their awareness or conscious intent.

…. • …These biases can be based on a candidate’s race, gender, age, education, or socioeconomic background.

…. • …They can influence the evaluation of a candidate’s qualifications and fit for a particular role.

…. • …Unconscious bias in hiring can result in discriminatory practices and contribute to a lack of diversity and inclusivity in the workplace.

Intrinsic biases in hiring refer to the following:

…. • …Biases that are inherent to an individual or a group of individuals, such as hiring managers.

…. • …They are not necessarily related to their conscious or unconscious beliefs or attitudes.

…. • …These biases can be based on various factors, such as personal preferences, past experiences, or stereotypes. 

…. • …They can influence the evaluation of a candidate’s qualifications and fit for a particular role.

…. • …For example, a hiring manager may be intrinsically biased towards candidates with a particular educational background or who share similar interests or experiences. 

…. • …Intrinsic biases in hiring can result in discriminatory practices and contribute to a lack of diversity and inclusivity in the workplace.