If you've been using resumes to recruit, thinking it’s a fair way of choosing the best candidate, you could be in for a shock.
Depending on your name, you could be 50% less likely to be put forward for an interview than someone else with the same skills and experience.
A study by Hays of 1,000 hiring managers at large organisations found females were 27% less likely to be selected for an interview than males with exactly the same resume.
Another study asked 238 professors to review a resume in similar circumstances, and again the male candidate was more likely to be put through. There are many other studies that demonstrate gender bias including another study here,
The issue of racial bias when it comes to resumes is significant too. In tests where resumes with "Greg" and "Emily" were used to reply to job ads, the response rate for a callback was 50% higher compared with "Jamal"and "Lakisha".
It’s often unconscious bias that causes the issues, and that’s why improving the system is so important.
It has not been an easy one to address. Until now...
A new tool has been developed called ResumeX, which provides you with the candidates resumes without any personal information that can lead to unconscious bias.
Then, once you've selected who you want to interview from the pool of applications, you are given the name and contact information - for those candidates only - and the recruitment process can continue as normal.
Here’s a quick video that simply explains how it works (in less than a minute).
1. It’s easier than your current resume selection process.
You get a file with all the resumes in a simple format that’s easy to compare. No more sifting through loads of different resume styles, trying to find the information or printing them all off individually.
All applicants are presented together in one file.
2. ResumeX Analytics now enables you to understand your entire applicant pool.
Do you know the gender split of the pool of people that apply for your roles?
If 88% of applicants that applied were male for example, it’s worth knowing - the pool content may be contributing to why few females were selected for interviews.
Then, like the Adwords approach, you can tweak future job ads, and using ResumeX you can measure what this does to the pool of applicants. Very simple. Extremely valuable.
Then, with the introduction of blind auditions - where musicians were hidden behind a screen - it increased the ratio of females by up to 50%.
It was as simple as putting up a screen then, and now it’s just as simple for resumes. You don't want to miss out on the best recruits, because people have unconscious bias affecting the process.
See for yourself how easy it is to lead the Recruitment Revolution - for a limited time you can take advantage of a free trial.