How do you avoid unconscious bias in executive search?

Before you start the talent search, clearly define these three things: - Skills and Qualifications to do the Job - Top three measures of success in the role. Candidates deserve to know how they'll be measured and having a clear understanding of this from the beginning serves everyone well. - Discussion points to ensure cultural alignment. Things like working in-office/remote, interacting with the team (how often, how the meetings take place), training, growth etc. Once these things are defined and reviewed to ensure inclusivity, they should be reviewed with each person involved in the hiring process and they should also be reinforced in the onboarding process.

No puedes evitar algo que no eres consciente que estás haciendo, por lo que el primer paso para evitar los sesgos inconscientes en un proceso de selección es reflexionar, hacer un análisis introspectivo y ver qué tipo de prejuicios tienes y ver si son útiles o no para el proceso de #Executivesearch.

To mitigate unconscious bias in executive search, define clear criteria, diversify talent sources, standardize processes with structured interviews and blind recruitment, involve diverse stakeholders, and monitor outcomes for fairness and diversity goals.

To avoid unconscious bias in executive search, you must establish clear, objective criteria for the ideal candidate. These should include essential skills, experience, and cultural fit. Define these parameters explicitly to prevent reliance on subjective impressions or stereotypes. Communicate these criteria clearly to your executive search partners. Ensure a focus on qualifications rather than biases.

Para evitar um viés mesmo que inconsciente na busca por executivos, é crucial estabelecer critérios claros e objetivos desde o início. Isso significa identificar as competências, experiências e habilidades necessárias para o cargo, evitando que preferências pessoais ou estereótipos influenciem as decisões de contratação.

Diverse Search Committees: -Ensure your search committee represents diverse perspectives, backgrounds, and experiences. -Avoid the "groupthink" trap by fostering a culture of open dialogue and constructive dissent. -Leverage the collective wisdom of your team to challenge assumptions and mitigate biases throughout the search process.

Staying current with relevant and creative sources positions you to not only find the best candidates for the position, it can also help to ensure that you are tapping into a diverse set of candidates.

Una vez que seas consciente de los sesgos, debes analizar si estos son útiles o no para el objetivo que quieres alcanzar. En el caso de un proceso de #Executivesearch, es útil explicitar estos sesgos y transformarlos en criterios de selección o competencias. La técnica que ha demostrado una mayor eficacia para evaluar estas competencias es la del #assesmentCenter, que consiste en varias pruebas coordinadas y diseñadas para obtener una mejor comprensión de las fortalezas y debilidades del participante en cada una de las competencias que se decida medir.

Partnering with executive search professionals is the best way to access their extensive network and ensure you receive unbiased candidate recommendations. These experts are highly skilled at identifying suitable candidates without personal bias. Nevertheless, it is essential to maintain close supervision throughout the process to guarantee that all your requirements are fulfilled and that the search is aligned with your organizational goals.

Ampliar os canais de recrutamento é uma estratégia eficaz para minimizar o viés inconsciente. Buscar candidatos em uma variedade de fontes, como diferentes setores, geografias e redes profissionais, aumenta as chances de encontrar talentos diversos e qualificados que podem não estar em canais tradicionais.

Implement a standardized process for all executive searches. Use consistent criteria for evaluating candidates and structured interviews to ensure fairness. Incorporate blind recruitment practices, removing identifying information from resumes. Train your team on unconscious bias awareness. These steps help minimize bias, promoting a more diverse and inclusive selection process.

To create a fair hiring process, focus on what really matters: people's skills, not their backgrounds. Use structured interviews with the same set of questions for everyone, and assess candidates based on how well they can do the job. Bring together interviewers from diverse backgrounds to help keep biases in check. Remove names and other personal info from applications to ensure everyone gets a fair shot. Make sure job ads speak to everyone, train your team to recognize their own biases, and always make decisions based on clear, fair criteria. Listen, learn, and tweak your process as you go, keeping it all above board legally. It's all about giving everyone a fair chance to shine.

Focus your interview on the candidate's past behaviors by asking behavior-based questions. These start with questions like, Give me an example of a time when you were asked to.... The initial answer isn't always enough, follow-up with, what specifically did you do to resolve.... It's also very important to understand any assessment tools you're using. Some have extensive research that certifies that they will give you an unbiased result. These are the ones you'll want to use.

Un proceso robusto y flexible capaz de extraer información útil de manera eficiente y confiable es imprescindible para evitar los sesgos indeseados. Contar con al menos 2 personas que evalúen a un mismo candidato añade una capa de seguridad adicional al proceso.

I firmly believe that structured interviews are the best way to avoid unconscious bias in executive search processes. Standardized questions and evaluation criteria ensure a consistent and objective assessment of all candidates in structured interviews, enhancing fairness and improving the quality of hiring decisions. This approach ensures that organizations make informed choices based on merit and alignment with role requirements, rather than relying on subjective impressions.

When defining your process, ask these three questions: - Are we including everyone who can bring value to the hiring decision? - Are we including people who can give the candidate a clear understanding of the role? - Is everyone onboard with the timing of the search and interviews so that interviews can be scheduled immediately and take place within a day or two? Your goal is to include key people in the process, while keeping the overall process concise and moving so that you don't lose the best candidate to another organization that moved quicker!

Engaging diverse stakeholders in your executive search process is essential. It adds valuable perspectives and feedback, enhancing accountability and transparency. You must include representatives from various departments, board members, etc. in the screening and selection stages. They must be trained to recognize biases and adhere to your established criteria and process.

Envolver diversas partes interessadas no processo de seleção de executivos oferece múltiplas perspectivas e aumenta a transparência na tomada de decisão. A participação de representantes de diferentes departamentos e consultores externos enriquece o processo com opiniões variadas, ajudando a reduzir vieses individuais. No entanto, é fundamental que todos estejam cientes dos vieses inconscientes e sigam critérios padronizados para garantir justiça e consistência na seleção.

É importante acompanhar os resultados das contratações para identificar padrões de viés e corrigi-los. A análise contínua dos dados de recrutamento, como a diversidade dos candidatos finalistas e das contratações, permite ajustar estratégias e assegurar que o processo de seleção seja realmente equitativo.

La llegada de tecnologías como la IA no va a reducir el sesgo en los procesos de selección sino que va a aumentarlo. Esto es así porque la IA no es más que un montón de sesgos estandarizados y sometidos a estadísticas sobre lo cuales el usuario tiene poco o nulo control (en sentido literal, es inconsciente de esos sesgos). Una mayor claridad sobre el origen de los datos del modelo e información transparente sobre el uso de los mismos es imprescindible para que la IA se pueda incorporar como una herramienta en los proceso de #Executivesearch, lo que, lamentablemente, no solo no está sucediendo sino que parece que se avanza en la DIRECCIÓN CONTRARIA.

Measuring results against your goals for diversity, business results and retention are important. Doing so against current goals, past performance and industry standards will drive improvement. When discussing your hiring analytics, review any criteria you have in place to see if you're excluding candidates who may deliver value, especially those where unconscious bias may occur. Casting a wide net and opening the door to consider anyone who will help to achieve business objectives and create the positive culture you envision, serves everyone well!

Monitorar e medir os resultados do processo de seleção de executivos é crucial para evitar o viés inconsciente e garantir a eficácia da contratação. Coletar e analisar dados sobre a diversidade e a qualidade dos candidatos, além do desempenho e satisfação dos executivos contratados, permite avaliar a eficácia do processo. Comparar esses resultados com metas organizacionais e padrões do setor ajuda a identificar áreas de melhoria. Esse monitoramento contínuo assegura que o processo de seleção seja justo, consistente e alinhado com os objetivos de diversidade e inclusão da organização.