Diversity

People at a bar and text, "How Hiring Biases Are Holding Your Business Back"

How Hiring Biases Are Holding Your Business Back From Its Full Potential

How Hiring Biases Are Holding Your Business Back From Its Full Potential 1016 528 Sprockets

Are you failing to meet your business goals and can’t seem to figure out why? You’ve likely looked into supply chain issues, accounted for rising food costs, and considered the possibility that people might not be dining out as much due to inflation and a possible recession. However, the root of the problem may lie within your hiring process. 

Bias, whether explicit or implicit, could likely be the roadblock preventing your business from selecting the best candidates and being successful. Let’s discuss the types of biases that might’ve crept into your hiring process and explore ways to eliminate them so you can build a more equitable, efficient workforce.

What Are the Different Kinds of Hiring Biases?

There are several different types of hiring biases, and people often don’t even realize they’re influencing their decisions. Here are the four most common hiring biases, according to LinkedIn:

  • Affinity Bias: People choose candidates with whom they share interests and experiences.
  • Attribution Bias: This causes people to make unfair assumptions about someone’s successes or shortcomings.
  • Confirmation Bias: People look for information to support an unfair first impression.
  • Name Bias: Names that are not “white-sounding” cause someone to reject them immediately.

It’s common for some people to be influenced by name bias — even unintentionally — when reviewing resumes. A study actually found that people with “white-sounding” names get 50% more callbacks for interviews. Sadly, it’s even causing people of color to “whiten” their resumes so that they get a fair chance at job opportunities. That’s why you should rethink the relevance of this outdated hiring practice and look into solutions that reveal the ideal applicants without the need for resumes or interviews, like the Sprockets platform.

The list of potential hiring biases doesn’t end there, though. It’s also important to look out for halo bias (assuming someone is an excellent candidate based on one small detail), overconfidence bias (believing you simply have strong instincts about candidates), and beauty bias (those who are perceived as attractive are given certain advantages). Of course, also always make sure you don’t mistreat any applicants due to racism, ageism, or sexism. It could easily go from unconscious bias to direct discrimination.

Why You Should Avoid Hiring Biases

Aside from the obvious ethical and legal implications of discrimination in the workplace, there are several other reasons to eliminate bias from your hiring process. For instance, did you know that diversity, especially in leadership teams, correlates with the performance and profitability of businesses?

A study conducted by McKinsey & Company found that companies with more gender-diverse leadership teams are 21% more profitable, and that number goes up to 33% when it’s also culturally diverse. (In other words, both are important!) Additionally, there is expected to be a record high of 16.1 million adults who are 65 years old and above in the workforce by 2028, compared to just 5.1 million teenagers. That’s one more reason to ensure there are no elements of ageism in your hiring process.

How to Avoid Hiring Biases

The first step toward eliminating hiring bias is to rethink the words you use to attract applicants. Make sure you don’t use any gendered wording (i.e., words that are typically associated with gender stereotypes) in your job descriptions. It’s more than simply avoiding words like “he” or “him” in advertisements. A study published in the Journal of Personality and Social Psychology found that roles often occupied by men tended to use job postings with words commonly associated with masculine stereotypes, like “competitive” and “dominant.” Additionally, the researchers discovered that women found these types of job descriptions less appealing due to perceptions of belongingness and were less likely to apply. So, consider even subtle word choices in advertisements to avoid gender bias in your applicant pool.

Another way to avoid bias is to use a “blind” screening process. There are job boards and software solutions that can essentially remove any details from resumes that might interfere with your ability to judge applicants objectively, like names and ages. Or, as we mentioned earlier, the easiest and most effective way to avoid these types of biases is with Sprockets’ automated candidate screening software. There’s no need for you to look at resumes or even conduct an interview to know who the ideal applicant is.

You can also implement DEI initiatives in your organization to help curb bias and create a more welcoming environment. Consider enrolling employees in DEI training programs, holding open discussions, and ensuring that equality is a part of your company’s core values.

Simple Steps to Fix Your Broken Hiring Process

There could be many more mistakes you’re making in the hiring process, and we can help you resolve them all. View our free guide to see what you could be doing better right now to build the best teams and boost productivity for your business.

Do’s and Don’ts of the Hiring Process

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Hiring Guide Mockup
A person part of the LGBTQ+ community proudly holds a pride flag.

How to Support the LGBTQ+ Community and Diversity in the Retail Industry at Your C-Store

How to Support the LGBTQ+ Community and Diversity in the Retail Industry at Your C-Store 1016 528 Sprockets

June is Pride Month, though your c-store should be supporting the LGBTQ+ community — customers and employees alike — year-round. Diversity in the retail industry is crucial to your c-store’s success. Everyone deserves equal rights and to be fully accepted for who they are. We’ll discuss four ways your c-store can foster an inclusive, welcoming environment without falling victim to the rainbow-washing bandwagon. 

 

“Right now, in the hourly workforce, there is tremendous pain around diversity and inclusion. We want to give everyone a fair shake.” 

AJ Richichi, Sprockets CEO 

 

Sprockets’ mission is to transform the broken hiring process into an equitable one for all, regardless of gender, age, sexuality, or race. Our platform is proven to increase diversity as it evaluates applicants’ mental makeup to reveal who will succeed and stay long-term. And, unlike humans, it’s completely objective.  

Top c-store brands like Wawa, BP, Meijer, and Shell all received a perfect score of 100% on the Human Rights Campaign Foundation’s 2022 Corporate Equality Index. The tool evaluates “corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender, and queer employees.” According to the index, these c-stores are considered the best places to work in the LGBTQ+ community. Make sure your c-store maintains an inclusive environment by following their examples!

Diversity and Inclusion in Retail Examples 

1. Avoid “Rainbow-Washing”

While you may think rainbow-ing your company logo throughout June shows support for the LGBTQ+ community, it actually does the opposite. See, a true ally actively engrains LGBTQ+ equality long-term into their company culture and values. According to Forbes, the term “rainbow-washing” refers to companies who profit off rainbow-themed products but fail to support the community long-term. The lack of authenticity is merely performative, or in other words, another social media post. 

2. Donate to LGBTQ+ Organizations

Consider giving back to organizations that provide resources for the LGBTQ+ community. Here are a few reputable ones:

No matter the monetary amount, donations have a direct, positive impact on these individuals’ lives. Regardless of which organization you chose, be sure to do your own research. Encourage your employees to support your chosen organization as well. You could even consider having a small fundraiser in your c-store. 

3. Add Pronouns to Employee Name Tags 

Addressing someone by their desired pronouns is a basic form of respect that everyone — regardless of sexuality or gender identity — deserves. Top brands like Target now offer employees name tags with pronouns to be more inclusive of all genders. This eliminates confusion and misunderstanding, especially for non-gender-conforming individuals who are more likely to be misgendered. It’s easy for these folks to feel singled out, so by adding your pronouns to your name tag, you are actively showing your support for the LGBTQ+ community and normalizing the conversation around gender identity. 

4. Use Gender-Neutral Language

Take the time to redefine how your c-store associates address customers. For example, instead of greeting customers with “hey, guys!” your associates could say “hey, everyone,” “hey, folks,” or even “hey, y’all.” Small, simple changes like these foster inclusivity at your c-store. Plus, it signals that your location(s) are welcoming towards all individuals. Remember, it can be uncomfortable and even frightening for non-binary, transgender, intersex, and other LGBTQ+ folks to speak up, especially if they are misgendered. 

5. Implement Sprockets’ Hiring Solution

The Sprockets platform is proven to increase diversity and eliminate bias since there’s no need for resumes or even interviews. “Right now, there is tremendous pain around diversity and inclusion. We want to give everyone a fair shake,” explains Sprockets CEO, AJ Richichi

Our hiring solution uses natural language processing, artificial intelligence, and over 80 years of psychological research to determine which personality traits make your best associates so special. Sprockets’ simple red-yellow-green scoring system makes it easy to see which applicants will succeed and stay long-term, empowering c-store owners and operators to build diverse, reliable teams.

Four women share a laugh with text underneath reading: How Technology Fosters Diversity Recruitment in the Hourly Workforce

How Technology Fosters Diversity Recruitment in the Hourly Workforce

How Technology Fosters Diversity Recruitment in the Hourly Workforce 1016 528 Sprockets

No matter your gender, ethnicity, age, sexuality, or religion, everyone holds some type of implicit bias. Despite this, owners and operators must find a way to foster a diverse and inclusive work environment for all. So, how exactly do you increase diversity and inclusion in recruitment? There are several possibilities, but technology is key to creating diversity recruiting strategies.

Unlike humans, Sprockets’ AI-powered platform is completely unbiased. Our solution solely focuses on hiring for fit by predicting applicant success. It brings much-needed equity to the hiring process. Plus, it’s proven to boost employee retention by 43%! 

 

Why Is Diversity Recruiting Important?

According to the New York Times, there are fewer women in leadership roles than men named “John” due to discrimination. The bottom line is that everyone should be treated equally and given fair opportunities. Unfortunately, this is not always the case, but we can strive to change that. A study conducted by Gartner showed that diverse and inclusive workplaces lead to greater innovation and financial success. Many people prefer to support businesses that value diversity

How Does Technology Attract a Diverse Applicant Pool?

Technology plays a key role in getting a diverse applicant pool. 76% of people consider diversity when applying for a job, and not surprisingly, that number is significantly higher among underrepresented voices. 41% of LGBTQ+ job seekers would not apply to a company lacking diversity compared to 32% non-LGBTQ+ job seekers. Hourly workers want representation and diversity. Studies even show that diversity attracts more diversity. Utilizing technology to foster diversity recruiting will naturally attract a diverse applicant pool, multiplying the success of your initiative.

How to Increase Diversity Through Your Recruitment Practices 

Sprockets’ solution is the diversity recruiting tool you need to predict applicant success without the need for interviews and resumes, which can add bias to the hiring process. Discover how the power of AI diversifies recruitment through our Applicant Matching System, empowering hiring managers to provide job opportunities to individuals who might otherwise face bias. Unlike the standard hiring process, Sprockets creates a unique success profile based on the mental makeup of top-performing employees and evaluates applicants with this benchmark. The user-friendly dashboard then displays a simple red-yellow-green scoring system based on their answers to a brief, three-question survey.  

Our platform encourages diversity recruiting since hiring managers do not need to look at an applicant’s name, picture, or resume to determine whether or not the potential hire is the right fit. Name discrimination — particuarly among people of color — is common, even now. According to the National Bureau of Economic Research, African-American individuals are twice as likely to be unemployed as white people. Despite discrimination laws, Black applicants need to send 15 resumes to receive a callback, while white people only need to send ten to get a callback. Why? Some people unfortunately have a negative perception of race via the name on a resume. Studies even show that people of color who choose to hide or “whiten” their name are more likely to get an interview.

Bring Equity to the Hiring Process With Sprockets

Sprockets’ software combines AI, natural language processing, and more than 50 years of psychology to evaluate applicants’ mental makeup. It does not take into account race, gender, or age; Sprockets is completely objective. Our solution celebrates intellectual diversity — the more diverse the applicants in Sprockets’ Success Profile, the more precise the identification of shared characteristics — further improving the likelihood of successful hires.