Tackling unconscious bias - tools to use

Unconscious bias affects all of us. Without realising it, we make snap judgments and decisions based on ingrained stereotypes rather than objective evaluation. In recruitment, this can unintentionally influence how we shortlist, interview and hire. The good news is there are practical tools and strategies that help organisations spot bias, reduce its impact and improve fairness at every stage of hiring.

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1. Bias awareness and training

Awareness is the first step. The Implicit Association Test (IAT), developed in the late 1990s, remains one of the most widely used tools to identify personal biases. Beyond self‑testing, structured implicit bias training can help challenge and change patterns of thought. Typical programmes include:

• Stereotype replacement – recognise biased assumptions, question them and consciously choose objective alternatives.

• Counter‑stereotype training – imagine or learn about counter‑examples, such as successful people from stereotyped groups.

• Perspective‑taking – mentally stepping into the experience of someone from a different background, shown to reduce bias in real screening tasks.

• Empathy and meditation techniques, like loving‑kindness meditation, used in longer‑form bias interventions.

While debates continue about the long‑term effects of training, they make a meaningful contribution to a fairer hiring culture.

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2. Structured processes & data‑led decisions

Human bias is often driven by gut instinct or anecdotal experience. Here’s how to reduce it:

• Structured interviews with agreed questions and scoring rubrics ensure consistency and comparability.

• Hiring committees, ideally diverse in composition, bring multiple perspectives and can check each other’s biases.

• Audit and metrics tracking: Regularly review data on applicants and hires to spot disproportionate outcomes at each stage (application, interview, offer).

• Inclusive job descriptions: Use bias‑detection tools to avoid gender‑coded or stereotyped phrasing, boosting appeal to all demographics.

3. Blind or anonymous recruitment tools

Removing identifying details early in the recruitment process is a powerful way to reduce bias:

• Blind resume screening removes name, gender, age, ethnicity, education and more, focusing purely on skills and experience.

• Anonymous shortlisting delays revealing anything that could trigger affinity bias until later stages.

Research shows that when evaluators don’t know an applicant’s gender or ethnicity, they make more merit-based decisions. Many organisations now implement blind hiring practices, especially at the application or initial shortlist stage.

4. AI‑driven screening: benefits and risks

We’re now firmly in an age where AI features in much of the software we use daily, including applicant tracking systems like ours. Modern ATS platforms integrate generative AI to draft job adverts, screen resumes and personalise outreach. Efficiency gains are clear: recruiters save time, with some tools completing tasks in days rather than months.

But these tools are not a magic wand - indeed, they can amplify bias. For example, one analysis of 1,439 GPT‑4‑generated job ads found they were 29.3% more biased overall than human‑written equivalents, particularly against disabled, neurodivergent and older candidates.

Another study revealed that AI video tools consistently generated stereotyped visuals such as men as CEOs or pilots and women as secretaries or flight attendants.

AI can help, but must be used with caution:

• Human‑in‑the‑loop: use AI to draft first versions, then apply inclusive‑language tools and human oversight.

• Bias testing and auditing: run outputs through inclusivity‑checking platforms or choose vendors who conduct third‑party audits.

• Prompt governance: document and version‑control prompt templates, regularly audit their performance and diversify examples to avoid stereotype compliance.

• Training recruiters: guide teams on responsible use. How to evaluate AI‑generated text and images, spot bias and adjust accordingly.

Generative AI can add value to your hiring process, but without proper guardrails, it may embed bias at multiple stages, from attraction to assessment. To use these tools responsibly, establish robust governance, mandate bias audits, enforce human review and train your team to recognise AI limitations.

5. Broadening the talent pool

Ensuring a wide and diverse applicant pool is vital:

• Wider advertising channels, from diverse‑group job boards to social media, help surface under‑represented talent.

• Unbiased language and inclusive branding invite applicants who might otherwise self‑select out.

• Skills‑based assessments and challenges identify talent beyond background or education—especially important for non‑traditional candidates.

What Jobtrain can do

Our applicant tracking system is built with fairness in mind. We are making it possible to implement anonymous shortlisting, where names, addresses and educational background are concealed until candidates reach later stages. This helps ensure that every applicant is reviewed based solely on their merit.

Additionally, our ATS includes structured scoring rubrics, helping interviewers use the same criteria for all candidates. You can also capture anonymised analytics at each hiring stage, spotting trends and ensuring equity across gender, ethnicity, education and more. These tools work together to reinforce objective decision‑making and reduce room for unconscious bias.

Unconscious bias is a natural human tendency, but it doesn’t have to define recruitment practices. By:

1. Raising awareness through training

2. Implementing structured, data-driven hiring

3. Using blind screening tools

4. Leveraging AI purposefully and responsibly

5. Reaching diverse talent pools

…it’s possible to make fairer, more inclusive hiring decisions.

Our ATS complements all of these approaches. From anonymous shortlisting to built‑in scoring and anonymised analytics, it supports your commitment to unbiased recruitment.

When combined with human oversight, transparency and rigour, these tools and strategies build a hiring process that’s both efficient and equitable, ensuring every candidate is seen for what truly matters.