Every tech organization wants great software engineers. But if you’re not careful, your hiring process could filter out top candidates.
Even ‘trusted’ hiring techniques we have been using for years are littered with unconscious biases, all the way from job description to selection process to interview. Through these stages we are discounting potentially great candidates from marginalized groups, non-traditional backgrounds and alternative career paths without even realizing it. In this panel, we will identify and explore some of the biases that seep into our hiring processes.
- Recognize unconscious bias in hiring
- Choose effective and equitable assessment criteria
- Develop an inclusive hiring process from job description to interview
- Introduce these ideas into your own hiring practices
Brought to you in partnership with Karat
Karat helps companies hire software engineers by designing and conducting technical interview programs that improve hiring signal, mitigate bias, and reduce the interviewing time burden on engineering teams.
Jossie Haines is an executive leadership coach.