Unfair hiring practices are aspects of the hiring process that are prejudiced towards certain groups or individuals. They are often the result of hidden biases that are common in recruitment processes.

These practices range in severity, with the most unfair crossing the line into discrimination, which is illegal. But even minor mistakes, such as the way a job is described, can cross over into the realm of unfair recruitment practice.

Beyond being ethically dubious, unfair recruitment practices are bad for business. They prevent an organisation from achieving its diversity-hiring goals, and can come at great resource and finance cost. Here are some common examples.

1. Job descriptions are unclear

Recruiting teams must write clear job descriptions that encourage well-qualified, diverse candidates to apply. Avoid using words that signal a gender preference. Words like “competitive” or “strong” are subconsciously perceived as male-specific, while words like “support” and “assist” are perceived to appeal to female candidates.

2. Interviews are unstructured

Unstructured interviews are those that do not use a set of predetermined questions in an effort to create a conversation that is informal, open-ended and friendly. But they lead to inconsistent results and room for unconscious bias.

One candidate’s interview might reveal he or she shares the same hobbies as the recruiter, while another interview may focus entirely on the candidate’s previous position. The recruiter might end up hiring someone who isn’t the right fit mainly out of personal preference.

3. Depending on one’s resume alone

If a company is in a rush to fill a position or is new to hiring remotely, it might only use a candidate’s CV to assess their suitability. This is a mistake – 80% of resumes contain misleading information, if not outright lies.

Likewise, resumes are imbued with racial and gender biases. Studies have shown recruiters unconsciously pass over resumes with “ethnic” names, and view resumes with male names more favourably.

4. Requiring too many steps

Many companies require a phone interview or skills assessment and at least one in-person interview. Job candidates expect to go through two to four phases in the hiring process.

But when a hiring process includes more steps, it can be unfair for candidates who have other commitments. Working parents or candidates with disabilities may struggle to visit an in-person interview multiple times. Those working long shifts who are unable to take multiple phone interviews may be forced to drop out of the process prematurely.

5. Deciding based on current work status

It’s not illegal to know the current employment status of a candidate, but it’s definitely unfair. One study estimated that 82% of hiring managers are more likely to hire employed candidates than those who are unemployed.

Hiring based on current employment status is discriminatory and will also prevent a company from moving forward with potentially qualified applicants.

Luckily, there are concrete steps an organisation can take to fix unfair hiring practices.

1. Practise blind hiring

Blind hiring obscures identifiable characteristics that are not related to the candidate’s experience and job skills, such as gender, ethnic background, education, age, and hobbies or personal interests.

2. Standardise skills testing

Skills testing offers the double benefit of verifying that the candidate is capable of doing the job, and standardising the method used to assess candidates. Assessment software allows recruiters to evaluate different technical and non-technical skills without bias.

Skills testing also builds structure into the hiring process. Each candidate has the equal opportunity to perform based on the same set of questions.

3. Communicate clearly and transparently

Companies that are upfront about their hiring criteria, steps in the process, and decisions along the way provide a better candidate experience and avoid discriminatory hiring practices. Transparency is key.

Write clear job descriptions that don’t contain a laundry list of preferred skills. Lay out the steps that a candidate will take before reaching a final decision. When you decide not to move forward with someone, let them know promptly.

4. Provide bias training

Unfortunately, many unfair hiring practices stem from unconscious bias. Combat this with unconscious-bias training to ensure all team members are supported and supportive of an inclusive work culture.

This article first appeared in Vervoe.

At Vervoe, their mission is to fundamentally transform the hiring process from mediocracy to meritocracy.