3 Ways to Reduce Bias During a Technical Screening

tech screening

One way in which brains deal with large data is through bias. There is usually an unconscious bias during the selection process of developer candidates. While bias makes our minds to sieve out information faster, we end up missing on the best candidates due to blunt proxies.

Programs such as Talent shows have adopted blind auditioning to minimize the bias. Surprisingly, the bias reduced by approximately 50%. This same level of fairness can be applied to your screening technique in the following ways:

1. Sharpening your job image

The more descriptive and specific your job description, the less bias incurred during screening. Clearly defining the roles to be filled in a position enables the team to have the same idea regarding what to look for in a potential candidate.

For example, a ‘software developer level 2’ may mean different things in different sections of the company. It may mean one who fixes bugs in the security section, one who builds databases in the development section or a code maintenance individual in the operation and maintenance section. This may make the panel biased, especially if they all come from different sections.

As simple as defining a role may seem, it should not be overlooked. The hiring team must be in full alignment regarding what each role entails.

2. Standardizing and structuring the evaluation process

Tools used in technical roles vary and change every so often. An excellent way to get high-quality candidates on board is by assessing their problem-solving skills.

Unlike the unstructured interview process that is so common today, you need to have a standardized process which gives all the candidates an equal opportunity to showcase their skills. This can be done by sending the candidates a skills assessment. Thus, the hiring method will be more inclusive.

3. Preparing candidates for what they will be tested on

Fair and unbiased screening process enables you to evaluate the candidates’ skills and talents rightly. Humans are subject to bias due to the first impression or emotional state. Therefore, there will also be fewer chances of bias when human intervention is eliminated.

In the screening process, adding consistent questions which are tailored for that specific position and preparing the candidates will result in an unbiased selection. They all get a level playing field and a chance to bring out the finer details of their qualifications.

By adopting the specifics in the three steps above, you will be sure to have a vetting process that will be fair. Besides, you will have a chance at getting the best of them.