Is Unconscious Bias a Problem in Your Hiring?

This quiz is designed to assess how well your hiring processes are designed to control for unconscious bias.

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1. We feature images of a diverse range of individuals in our job marketing materials, such as job postings, recruitment ads, and social media posts.

Always

Sometimes

Never

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2. We make sure that we send our job postings to publications with a diverse readership and organizations that focus on diverse groups of individuals to reach candidates that might not otherwise see our job posting.

Always

Sometimes

Never

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3. We provide training to hiring managers and recruiters on compliant hiring practices.

Always

Sometimes

Never

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4. We practice blind hiring, removing candidates' names, addresses, college names, and graduation dates from their applications.

Always

Sometimes

Never

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5. We write job descriptions based on the previous job holder’s experience.

Always

Sometimes

Never

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6. We run our job descriptions through a website such as http://gender-decoder.katmatfield.com/ to identify any biased language.

Always

Sometimes

Never

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7. We create a set of questions for interviews in advance and ask the questions of each applicant.

Always

Sometimes

Never

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8. We incorporate work samples or auditions, such as asking a coding applicant to write sample code or requesting a customer service applicant to perform a mock service call over the phone, and evaluate the work sample blindly without identifying information as part of our application process.

Always

Sometimes

Never

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9. We select the criteria we will use to evaluate candidates in advance and use that criteria to make hiring decisions.

Always

Sometimes

Never

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10. We collect and review data on the outcomes of our hiring process regularly and report on the demographic data of our hires.

Always

Sometimes

Never