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4 Ways to Fight Unconscious Bias in AI-Powered Recruiting Platforms

The definition of a good candidate might prevent diverse talent from advancing

Getty Images On average, corporate , yet only a handful of applicants will make it through to interview. At two to three pages each, that's upwards of 750 pages to sift through to fill just one job — and who's got time for that? Enter: the algorithms. Get instant access to members-only products and hundreds of discounts, a free second membership, and a subscription to AARP the Magazine. At their core, algorithms are designed to spot patterns in existing data and make predictions regarding future data, based on a definition of which variables (such as skills, for example) are a match. And the more data you feed an algorithm — so the thinking goes — the more accurate its predictions. This is certainly the case when it comes to online shopping. Analysis of past purchasers indicates that if you buy a certain kind of phone, you'll probably want a particular type of case/ring/dashboard mount to go with it. And that works fine — when it comes to buying phones. The problems with building algorithms to weed out the wrong candidates is that many designs rely on a) the definition of what a “good” candidate is, b) previous examples of what “good” candidates have been, or c) which candidates from the whole pool of applicants end up advancing through successive rounds. Defining what makes a candidate a good fit for a job is notoriously difficult. Up to 50 percent of new hires fail within 18 months. And when data on previous successful candidates is fed into the algorithms designed to predict which candidates will be successful next, you just end up getting more of the same. Furthermore, if your job descriptions and recruiting processes are engineered in ways that overtly or unconsciously suppress interest from diverse candidates, your pipeline likely won't include a large enough variety to provoke the algorithm to suggest diverse candidates in future. The good news is that some strategies can help prevent bias from creeping into the data stream and the algorithms that learn from it. AARP Membership — $12 for your first year when you sign up for Automatic Renewal Get instant access to members-only products and hundreds of discounts, a free second membership, and a subscription to AARP the Magazine. Entertainment $3 off popcorn and soft drink combos See more Entertainment offers > 2. Remove biased language from job descriptions. Textio found that using words such as “exhaustive” and “fearless” in job descriptions led to more male candidates, while words such as “transparent” and “catalyst” led to more female applicants. Similarly, filling job descriptions with phrases such as “digital native,” “super fun” or “recent graduates” who bring a wealth of experience and soft skills to the table, especially those who may be switching careers or be willing to take a pay cut to learn skills. 3. Diversify recruiting strategies. Widen your pool of applicants simply by expanding your sourcing pools. Numerous job boards and vendors are specifically designed to increase the diversity of your candidate pool — the . Alternatively, use work assignments or science-backed assessments to provide realistic analysis of which candidates would do well in the role, not just ones who come from the same zip code or alma mater as previously successful hires. 4. Ditch cultural fit, hire for cultural add. Adopt a policy of looking for difference. Many times even the candidates who make it through all the hurdles fail at the final decision point because they don't look or feel like the rest of the people on the team. But it is well established that solving complex problems and generating innovative solutions require a wide range of perspectives and experiences. Pay attention when a well-qualified candidate offers just enough difference to spark creativity and new approaches — and make those arguments to the hiring manager. AARP Membership — $12 for your first year when you sign up for Automatic Renewal Get instant access to members-only products and hundreds of discounts, a free second membership, and a subscription to AARP the Magazine. More on work AARP Membership — $12 for your first year when you sign up for Automatic Renewal Get instant access to members-only products and hundreds of discounts, a free second membership, and a subscription to AARP the Magazine. AARP VALUE & MEMBER BENEFITS See more Health & Wellness offers > See more Flights & Vacation Packages offers > See more Finances offers > See more Health & Wellness offers > SAVE MONEY WITH THESE LIMITED-TIME OFFERS