We all have biases. They’re a crucial part of human evolution, built into our brains to help us make decisions more quickly. These shortcuts can be the key to keeping us safe.

However, biases have a habit of taking over when making decisions they shouldn’t be involved in - like hiring and assessing candidates.

In this module, we’ll take you through the science behind bias, and the huge impact it can have - not only on diversity, but also on revenue and performance. 

We also explore how the use of emergent technology such as AI, designed to help make teams more efficient, is at risk of compounding human biases in the hiring process.

Crafting a role is about so much more than simply writing a job description. 

Too often, poorly designed roles are setting high-quality candidates up to fail, creating additional expense for businesses. Understanding how to design a well-rounded and fulfilling role will increase hiring managers’ chances of hiring and retaining the right person. 

In this module we cover the theory and processes behind role design, increasing fairness and transparency, and reducing the risk of mis-hiring.

We focus on defining the skills needed for the role, instead of simply using experience as a proxy (and how to know the difference!) 

We’ll also introduce the Equalital Talent Equation, which defines the key success factors for role design and how to put them into practice in your organisation.

Source: Harvard Business Review’s ‘Working Knowledge” 

Far too many organisations still rely heavily on the CV/Resume and relatively unstructured interviews to determine the skills and suitability of potential candidates. 

That’s surprising, given organisations that lack a standardised interview process are five times more likely to make a bad hire.

Decades of robust research into candidate assessment has shown that a combined approach, using several methods such as work samples, situational judgment tests and structured interviews, is the best and most efficient way to find the right hire.

In this module, we explain all of the most effective assessment methods in-depth and when it’s appropriate to use them. We’ll also show how to craft precise and predictive interview questions to help managers separate actual skills from overconfidence.

It’s easy to be impressed when a candidate tells a great story of growth, leadership or accolades. Equally, the most promising candidates might be uncomfortable talking about their successes.

This module will teach managers how to probe answers to gather accurate information, how to define what ‘good evidence’ is and how to determine a top-tier answer.

Equalital’s proven methods help hiring managers to avoid falling back on ‘gut instinct’ and assess more empirically - giving you confidence in your process with every hire.

As humans, we’re programmed to feel certain subjective views about people, based on assumptions or past experiences, but these shouldn’t have a place in your hiring process.

Hiring managers can also rely too heavily on concepts such as culture fit when assessing candidates.

In this module we’ll show you all of the ways you can bring objectivity into your hiring, giving you assurance that a robust process has been followed, as well as creating a better candidate experience.

In this module we tackle the disruptive power of AI. While AI has huge potential to streamline some aspects of recruitment operations, there’s still a lot to be done to mitigate its immediate negative impacts.

Large Language Models (LLMs) such as Chat GPT essentially give all candidates the same technical advantages, making it even harder for hiring managers to assess capabilities accurately.

We’ll work through some strategies for designing a robust hiring process in a world where AI exists, as well as how hiring managers can use it to their advantage and hire candidates fairly.