Practice diversity hiring vocabulary: structured interviews, diverse candidate slates, inclusive job descriptions, removing gendered language, referral bias, and blind screening.
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Why do 'structured interviews reduce bias' compared to unstructured interviews?
Structured interviews standardise the process: same questions, same rubric, same order for all candidates. This reduces the impact of personal chemistry, accent, or appearance on hiring decisions — a key tool for equitable hiring.
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What is a 'diverse candidate slate'?
A diverse candidate slate (sometimes called the Rooney Rule in corporate settings) requires that the interview shortlist includes at least one candidate from an underrepresented group. It combats the tendency to default to familiar profiles.
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What does 'removing gendered language from job descriptions' mean in practice?
Research (e.g., Gaucher et al., 2011) shows that masculine-coded words in JDs (aggressive, competitive, dominant) reduce the number of women applying. Inclusive JD writing replaces these with neutral, achievement-focused language.
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A hiring manager says 'we have a ___ bias concern with our current referral programme.' What word fits?
Referral bias occurs when employee referral programmes predominantly produce candidates who resemble the existing (often homogeneous) workforce. Companies address this by supplementing referrals with targeted sourcing from underrepresented communities.
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What is 'blind screening' in a hiring context?
Blind screening (or anonymised screening) removes personal identifiers from resumes before a recruiter or hiring manager reviews them. Studies show it increases the proportion of underrepresented candidates who advance to interviews.