她说道,公司可以完善其在线申请程序,例如用数字来代替姓名,以避免潜在偏见,并给求职者提供介绍自己的空间,而不是简单地列出他们的性别、民族或种族。
They could also train recruiters to be aware of their own biases coming into interviews and set up a monitoring system that would help uncover potential discrimination in the hiring process. Another option would be taping the job interviews.
此外,他们还可以培训招聘人员注意自己在招聘过程存在的偏见,并建立监督系统,帮助发现招聘过程中可能存在的歧视现象。另外一种选择是将面试过程录像存证。
“Because implicit bias is so insidious, I would actually record those interviews so that somebody can go back and audit,” Fouad said. “If the focus is on helping people get the most diverse and the best candidates and diverse pool of candidates, then all recruiters and interviewers need to know how they are reacting to various traits in individuals and they need to have that monitored so it is easily identified and corrected.”
弗瓦德说道:“由于内隐偏见非常隐蔽,因此我需要记录这些面试过程,以便进行后续审查。如果招聘人员和面试官的目的是帮助公司寻找最多样化和最优秀的求职者,为公司储备多样化的人才,那么他们就需要知道如何应对求职者的不同性格,并接受监督,以便发现潜在的偏见,并予以纠正。”
【在男性主宰的领域求职 你必须展现出女汉子的气概】相关文章:
最新
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15