If you are looking for ways to retain your talent and cut attrition, you need to consider how unconscious bias leads to favouring applicants in your own image, and is humanly impossible to avoid.
In this post I will reveal how the removal of unconscious bias in recruitment has a positive impact on employee attrition rates, and at the bottom of this post is a link to how:
Enhanced diversity and inclusion
Unconscious bias often leads to the underrepresentation of certain individuals or groups in the workforce. By eliminating bias in recruitment, organizations can increase diversity and promote a more inclusive environment.
Diverse teams are known to bring a variety of perspectives, experiences, and skills, leading to better decision-making, innovation, and problem-solving.
When employees see themselves represented and valued within the organization, they are more likely to feel engaged, motivated, and committed, reducing attrition rates.
Improved employee satisfaction
Unconscious bias can create a sense of unfairness and inequality within the workplace. Employees who perceive bias in the recruitment process may feel undervalued or excluded, which can contribute to lower job satisfaction and a higher likelihood of seeking opportunities elsewhere.
By eliminating bias, organisations create a more equitable and transparent recruitment process, fostering a positive work environment where employees feel valued, respected, and supported. This, in turn, can lead to higher job satisfaction and reduced attrition rates.
Fair evaluation and selection
Unconscious bias can result in unfair judgments and decisions during candidate evaluation and selection. When biases are removed, recruiters can focus on objective criteria and qualifications, ensuring that candidates are assessed solely on their merit and potential to perform the job effectively.
Fair evaluation and selection processes increase the likelihood of hiring individuals who are well-suited for their roles, reducing the risk of attrition due to poor job fit or dissatisfaction.
Enhanced retention of under-represented groups
Unconscious bias often impacts underrepresented groups, including women, racial and ethnic minorities, and individuals from diverse socio-economic backgrounds. By actively addressing and removing bias in recruitment, organisations can create a more inclusive and supportive environment for these groups.
When underrepresented employees feel that their contributions are recognized and valued, they are more likely to remain with the organisation, reducing attrition rates and promoting long-term retention.
Positive organisational reputation
Organisations that prioritize diversity, inclusion, and fairness in their recruitment processes build a positive reputation in the job market and among potential candidates. Word spreads about companies that value and treat their employees fairly, which can attract high-quality candidates and increase the likelihood of retaining top talent.
A positive organisational reputation can help reduce attrition rates by attracting individuals who align with the organisation’s values and creating a culture where employees want to stay and grow.
Conclusion
What is clear is that when organisations do not eliminate unconscious bias at the recruitment stage, it has a significant impact on employee attrition.
To eliminate unconscious bias at recruitment you need access to AI tools that give you insight into personalities before you select our interview pool. Try TR Recruiter and dont miss the opportunity to cut attrition.
With TR Recruiter you can:
- Eliminate unconscious bias and promote diversity and inclusion by matching soft skills to the job role regardless of ethnicity, gender or background.
- Be faster and more efficient in your hiring process by ranking applicants in order of best fit for the soft skills in real time as they apply.
- Enhance your organisation’s reputation.
If this sounds too good to be true, try it for yourself. Sign up for a free trial of TR Recruiter today and see the difference for yourself!
