“We want the best talents – regardless of gender, background or age.” Such statements are frequently found in employer branding and HR communications. And, in our view, there is no reason to doubt the sincerity of the corporate philosophy behind them. However, many selection processes are vulnerable to bias – unconscious distortions that systematically influence
Bias or in other words, perceptual distortions can influence recruitment decisions in unintended ways. The question, therefore, is how avoiding or at least mitigating such effects can improve the quality of selection decisions. Step 1: Structure Beats Gut Feeling What to do? Use structured interviews or behavioural simulations with predefined questions, clear evaluation criteria and
Our customers, who’ve trusted us for years, appreciate our clear focus on tailor-made solutions. They also value the personal touch we offer them.
We’d be happy to advise you.
Füllen Sie einfach das Formular aus. Sie hören umgehend von uns.
