{"id":2809,"date":"2023-06-15T10:59:08","date_gmt":"2023-06-15T05:29:08","guid":{"rendered":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/?p=2809"},"modified":"2025-06-03T15:37:47","modified_gmt":"2025-06-03T10:07:47","slug":"tech-recruiting","status":"publish","type":"post","link":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/","title":{"rendered":"13 Expert-Suggested Tips to Cut Down on Bias and Include Diversity in Tech Recruiting"},"content":{"rendered":"\n<p>As per a<a aria-label=\" recent survey (opens in a new tab)\" href=\"https:\/\/www.codingame.com\/work\/codingame-coderpad-tech-hiring-survey-2022\/\" target=\"_blank\" rel=\"noreferrer noopener\" class=\"rank-math-link\"> recent survey<\/a>, 66% of recruiters admit that bias is a critical problem in tech recruiting. To take a step in addressing this issue, technical leaders who are having trouble meeting tech recruiting targets or implementing strategic diversity, equality, and inclusiveness&nbsp;programs should examine their screening methods more closely. They will almost certainly discover relatively harmless processes that are consistently removing qualified individuals from their pool.<\/p>\n\n\n\n<p>To streamline the process and possibly remove bias in tech recruiting, software businesses frequently eliminate the human facet&nbsp;from the initial phases of tech recruiting. Unfortunately, some screening technologies inflict more damage than good, and they do so with appalling precision. Because AI-powered test methods can methodically reject vast sections of prospective employees by elevating unequal requirements blended into their methodologies, this is the case.<\/p>\n\n\n\n<p>Now, to help you out in making your tech recruiting process bias-free, fair, inclusive, and transparent, we will dive in-depth into 13 tried-and-tested expert-delivered tips. <\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_75 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-69eed9928df14\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-69eed9928df14\"  aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-5'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#13_Expert-Suggested_Tips_to_Cut_Down_on_Bias_and_Include_Diversity_in_Tech_Recruiting\" >13 Expert-Suggested Tips to Cut Down on Bias and Include Diversity in Tech Recruiting<\/a><ul class='ez-toc-list-level-6' ><li class='ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Sort_by_putting_relevant_talents_to_the_test\" >Sort by putting relevant talents to the test<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Make_the_test_applicable_to_the_position\" >Make the test applicable to the position<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Other_characteristics_should_be_tested_in_addition_to_programming_language_competence\" >Other characteristics should be tested in addition to programming language competence<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Take_precautions_to_avoid_cheating\" >Take precautions to avoid cheating<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Set_benchmarks_for_your_tech_recruiting_tests\" >Set benchmarks for your tech recruiting tests<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Set_a_fair_deadline_for_the_examination\" >Set a fair&nbsp;deadline for the examination<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Make_the_process_transparent\" >Make the process transparent&nbsp;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Interviews_should_be_uniform\" >Interviews should be uniform<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Increase_the_number_of_direct_applicants_in_your_pipeline\" >Increase the number of direct applicants in your pipeline<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Wherever_possible_stay_away_from_anxiety-inducing_elements\" >Wherever possible, stay away from anxiety-inducing elements<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Increase_the_number_of_persons_involved_in_the_screening_and_decision-making_phase\" >Increase the number of persons involved in the screening and decision-making phase<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#For_examinations_use_the_tools_that_candidates_are_most_acquainted_with\" >For examinations, use the tools that candidates are most acquainted with<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-6'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Reconsider_your_candidate_assessments\" >Reconsider your candidate assessments<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-5'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h5 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"13_Expert-Suggested_Tips_to_Cut_Down_on_Bias_and_Include_Diversity_in_Tech_Recruiting\"><\/span>13 Expert-Suggested Tips to Cut Down on Bias and Include Diversity in Tech Recruiting<span class=\"ez-toc-section-end\"><\/span><\/h5>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Sort_by_putting_relevant_talents_to_the_test\"><\/span>Sort by putting relevant talents to the test<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>A r\u00e9sum\u00e9 can reveal a wealth of information regarding&nbsp;a prospect, but it&#8217;s also susceptible to&nbsp;bias. Is the contender from your neighborhood? Some subliminal sympathy-related&nbsp;bias could suddenly brighten the resume. Is there a well-known institution or corporation listed? You&#8217;re now more liberally judging other features due to this pre-built&nbsp;perception.<\/p>\n\n\n\n<p>Alternatively, you can initiate the process of tech recruiting on a level playing field by allowing each applicant to demonstrate their abilities. Simply send a test to determine who possesses the necessary skills and qualifications for the role. You may also provide a hyperlink to a take-home evaluation exercise in your job posting. After that, you&#8217;ll have an <a href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/lms-reports\/\" class=\"rank-math-link\">objective metric to use to rate <\/a>applicants and pick&nbsp;the best ones to advance to the next phase.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Make_the_test_applicable_to_the_position\"><\/span>Make the test applicable to the position<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>Maintain the test&#8217;s direct relevance. This improves the applicant experiences while also providing you with a grade that is significant and corresponds strongly with job effectiveness in the future. Applicants will be upset and you will have a rating that is significantly less meaningful if you&#8217;re too inventive with the assessment and incorporate&nbsp;skills which&nbsp;are great but not relevant to the day-to-day responsibilities in the work.<\/p>\n\n\n\n<p>When creating a test, you may find a particular job description and all applicable languages, structures, as well as other abilities.&nbsp;You could also utilize language independent questions when a specific language is not required for the position.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Other_characteristics_should_be_tested_in_addition_to_programming_language_competence\"><\/span>Other characteristics should be tested in addition to programming language competence<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>You&#8217;re losing out on a much more balanced viewpoint if you merely look at if&nbsp;an&nbsp;answer to a code question meets the criteria. One candidate may come up with a short fix that won&#8217;t work in several scenarios, while another may respond with a more considered alternative that demonstrates creative thinking. As a result, you can embed&nbsp;more rating factors to have an enhanced and&nbsp;comprehensive picture.<\/p>\n\n\n\n<p>Based&nbsp;on the category&nbsp;of question, pick&nbsp;a range of criteria for your tech recruiting test. Language skills, problem-solving abilities, code stability, and design are common things for you to&nbsp;get a broad picture of abilities. This makes things simpler to judge candidates fairly because you have a more complete picture of their ability.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Take_precautions_to_avoid_cheating\"><\/span>Take precautions to avoid cheating<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>One issue with encouraging people to take&nbsp;tests&nbsp;at home is that they might desire a bit of&nbsp;too much assistance. As a consequence, their results may not correctly reflect their abilities. While it&#8217;s common for developers to conduct some web research to expedite their job, you would not want to construct an exam or task where applicants can simply Google and copy the responses. If you don&#8217;t use a toolset, it can be difficult to avoid this.<\/p>\n\n\n\n<p>Utilize anti-cheating software to detect when users copy&nbsp;and paste&nbsp;codes&nbsp;into their responses. Plagiarism is immediately identified when they do, and the time restriction for queries and randomness force users to depend on their own expertise to respond.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Set_benchmarks_for_your_tech_recruiting_tests\"><\/span>Set benchmarks for your tech recruiting tests<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>It&#8217;s one thing to create a test for tech recruiting , but how would you know which score corresponds to good work productivity? You could ask&nbsp;some existing workers to take the exam and determine, depending&nbsp;on the mean&nbsp;result to get an adequate minimal score. <\/p>\n\n\n\n<p>If this isn&#8217;t possible, such as if you&#8217;re evaluating for abilities that other staff members&nbsp;don&#8217;t have, you can use a&nbsp;comparison score tool. This will generate test results depending on the success of thousands of applicants all over the globe, and it will tell you in which areas a&nbsp;candidate&#8217;s grade would sit on the overall performance&nbsp;curve.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Set_a_fair_deadline_for_the_examination\"><\/span>Set a fair&nbsp;deadline for the examination<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>Setting a time restriction on an exam offers three key benefits:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Minimizes&nbsp;cheating by pushing candidates to respond immediately rather than looking up an answer.<\/li>\n\n\n\n<li>Provides insight into how applicants function under stress.<\/li>\n\n\n\n<li>Ensures that everyone has an equal treatment instead of providing those with more time to spend on&nbsp;a test an edge, as is the situation with certain&nbsp;take-home tasks.<\/li>\n\n\n\n<li>Employers sometimes are hesitant to share&nbsp;tests with&nbsp;prospects because they are afraid of pushing them away. When you use timed testing, you are able to&nbsp;give a precise estimate of how long it will take.<\/li>\n<\/ul>\n\n\n\n<p>To ensure&nbsp;fairness, it may be essential to adjust the time frame of tests for tech recruiting at times. Make it obvious to prospects that you are willing to consider this option if they have certain requirements.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Make_the_process_transparent\"><\/span>Make the process transparent&nbsp;<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>It&#8217;s vital to set them up to succeed in the tech recruiting&nbsp;process once you start hiring for more diversified applicants. A applicant with no prior experience in the tech industry will not have the same understanding of the recruiting process or questionnaires as a candidate with a member of the family who works for your business.<\/p>\n\n\n\n<p>Several non-governmental organizations (NGOs) are striving to bridge the access gap in the tech industry by assuring that marginalized applicants have the same knowledge of the tech&nbsp;recruiting process as other candidates.<br>By supplying candidates with specimen questionnaire items or by publishing a video of a mock&nbsp;interview session to the firm&#8217;s site, your organization can level the playing field. As a result, minority candidates can better prepare for employment examinations.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Interviews_should_be_uniform\"><\/span>Interviews should be uniform<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>Because not every applicant has identical&nbsp;questions, free &#8211; form interviews might be unfair. One session may take a diversion and concentrate on accomplishments that aren&#8217;t directly relevant to the job but help the candidate stand out. It can also be tough to distinguish interview performances without a framework of set questions and evaluation procedures.<\/p>\n\n\n\n<p>Instead, make a list of specific questions and establish exactly what sort of&nbsp;responses you&#8217;re looking for prior to&nbsp;beginning the&nbsp;interview process. Create a grading system that specifies exactly what is necessary for every point number. Then you can more readily compare prospects based on their responses to questionnaires and aggregate scores.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Increase_the_number_of_direct_applicants_in_your_pipeline\"><\/span>Increase the number of direct applicants in your pipeline<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>Employers are more likely to conduct interviews with prospects&nbsp;who have been identified through tech&nbsp;recruiting rather than those who have directly applied for an available position. In fact, only a small chunk of&nbsp;direct candidates get an interview.<\/p>\n\n\n\n<p>In tech recruiting, direct applicants generally outperform recruited individuals. Furthermore, we discovered that direct applicants showcase&nbsp;a greater closure or hire rate than acquired prospects. It&#8217;s tempting to assume that companies are weeding out several direct candidates without giving them the opportunity to prove their abilities in an assessment.<\/p>\n\n\n\n<p>Adjust the pass-through percentages in<a href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/technology-training-at-work\/\" class=\"rank-math-link\"> technical knowledge <\/a>assessment to offer additional appointments to direct candidates. Allowing more direct applications through is an excellent starting point. Since direct applicants are far less likely to meet lineage criteria, recruiting from this demographic can help overcome the loop of pedigree tech&nbsp;recruiting and establish a more diverse and inclusive workforce.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Wherever_possible_stay_away_from_anxiety-inducing_elements\"><\/span>Wherever possible, stay away from anxiety-inducing elements<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>For many individuals, interviews for tech recruiting are a source of anxiety. Although you can&#8217;t completely remove all causes of stress, there are certain things you can do to render them somewhat less&nbsp;stressful. To begin, if it isn&#8217;t absolutely required, avoid increasing interviewers. It will be much more scary to speak to a group of people rather than&nbsp;to simply one or two. If a large number of individuals must be involved, make sure to adjust the seating plan. Gathering around a desk instead of putting the applicant on one end of a table and everybody on the other can be less unpleasant.<\/p>\n\n\n\n<p>You can also&nbsp;include as many people as you require when <a href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/remote-learning-in-the-post-pandemic-workplace\/\" class=\"rank-math-link\">you are operating in a remote setting<\/a>. But then you can later end&nbsp;the audio with others who are involved. They&#8217;ll be able to see how the applicant answers&nbsp;without putting any pressure on them at that&nbsp;time. By practicing collaborative responding, you can make an activity less stressful. You can engage with the applicant on a problem, demonstrate a solution, or simply offer assistance.<\/p>\n\n\n\n<p>Allowing applicants some undisturbed time to recuperate during an interview is another option. The candidate&#8217;s activity may be obscured and camera may be halted at this period. It alleviates stress and allows people to minimize their stress levels. The employer can evaluate the findings after the discussion, which is handy.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Increase_the_number_of_persons_involved_in_the_screening_and_decision-making_phase\"><\/span>Increase the number of persons involved in the screening and decision-making phase<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>Although it&#8217;s not a good idea to cram everybody into a conference room&nbsp;to sit across from a prospect in an interview, you can have others help with screening, going at anonymous testing results, and evaluating interview effectiveness via replay or examining the generated code. An additional set of eyeballs aids in a more objective assessment of a candidate.<\/p>\n\n\n\n<p>You can do the following:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>To receive extra feedback from other partners, record a conversation.<\/li>\n\n\n\n<li>Replay a session&nbsp;to gain feedback on tech&nbsp;styles&nbsp;and abilities.<\/li>\n\n\n\n<li>Scores should be included in testing results and interviewing transcripts.<\/li>\n<\/ul>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"For_examinations_use_the_tools_that_candidates_are_most_acquainted_with\"><\/span>For examinations, use the tools that candidates are most acquainted with<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>Asking a prospect to screen share to execute a demonstration or test during an online tech recruiting interview utilizing Zoom or Google Meet can result in an unsatisfactory experience. A applicant who is cramming an interview into a lunch hour on a loaned laptop but has never used Google Meet before may battle to get it set up properly or may not have the appropriate libraries downloaded. Similarly, expecting an applicant to write what they are familiar with&nbsp;entering into an IDE on a whiteboard will not give a natural or fluid interaction.<\/p>\n\n\n\n<p>Rather, strive to replicate a typical workplace as nearly as feasible. It&#8217;s ideal to have an online interview that can be accessed from any device and doesn&#8217;t need a registration or a different IDE. Testing with the usual IDE interface will also guarantee that applicants have a positive experience. Aspirants should feel relaxed with the instrument they&#8217;re utilizing in order to effectively demonstrate their abilities.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Reconsider_your_candidate_assessments\"><\/span>Reconsider your candidate assessments<span class=\"ez-toc-section-end\"><\/span><\/h6>\n\n\n\n<p>Unintended bias&nbsp;can start rejecting qualified candidates from the very beginning of the tech&nbsp;recruiting process. If a corporation utilizes AI to filter resumes, the process must reinforce the company&#8217;s pledges to diversification, equity, and inclusiveness, but only if various voices participate in&nbsp;the process&#8217;s refinement.<\/p>\n\n\n\n<p>Examine the wording in your position description and<a href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/different-question-types-for-assessments-on-lms\/\" class=\"rank-math-link\"> assessment criteria<\/a> to see what you can learn. Unlike typical applicants, unconventional applicants may lack industry experience or expertise from Tier 1 technical&nbsp;colleges. Rewrite any ambiguous language or jargon that can make prospective candidates feel out of place in the organization&#8217;s culture. Several &nbsp;tools can help you strengthen and improve our job requirements by using neutral language to draw a wider range of applications.<\/p>\n\n\n\n<p class=\"has-background\" style=\"background-color:#f8ee9a\"><em>Ad: PlayAblo&#8217;s Enterprise-Grade Micro-Learning platform is built for millennial learners. Micro-Learning, along with assessments and gamification features, ensures learning outcome measurement and sustained engagement.<\/em><br><em><a href=\"https:\/\/playablo.com\/playablo-free-trial.html\" class=\"rank-math-link\" target=\"_blank\" rel=\"noopener\">Find out more and request a custom demo!<\/a><\/em><\/p>\n\n\n\n<p>Businesses that focus extensively on programming tests for tech recruiting should avoid establishing a &#8220;desirable score,&#8221; which could be an unattainable goal. Make sure to compare candidates&#8217; competence to standards that have previously resulted in successful hires. Many talented and varied individuals are screened out of testing by demanding absolute accuracy and completeness, but over 50% of job offers from organizations that do live tech recruiting&nbsp;go to applicants who provide&nbsp;partial solutions.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h5>\n\n\n\n<p>Since humans have innate historical practices that have been regarded as the standard, deconstructing bias can be complex and multi-layered. Companies must reassess the system itself, as well as <a href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/outsourced-vs-in-house-training\/\" class=\"rank-math-link\">train employees<\/a> who engage in it as natural protections alongside technology, if they wish to use AI to eradicate bias and so create diversity.<\/p>\n\n\n\n<p class=\"has-background\" style=\"background-color:#f8ee9a\"><em>Ad: PlayAblo&#8217;s Enterprise-Grade Micro-Learning platform is built for millennial learners. Micro-Learning, along with assessments and gamification features, ensures learning outcome measurement and sustained engagement.<\/em><br><em><a href=\"https:\/\/playablo.com\/playablo-free-trial.html\" class=\"rank-math-link\" target=\"_blank\" rel=\"noopener\">Find out more and request a custom demo!<\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>As per a recent survey, 66% of recruiters admit that bias is a critical problem in tech recruiting. To take a step in addressing this issue, technical leaders who are having trouble meeting tech recruiting targets or implementing strategic diversity, equality, and inclusiveness&nbsp;programs should examine their screening methods more closely.<span class=\"more-link\"><a href=\"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/tech-recruiting\/\">Continue Reading<\/a><\/span><\/p>\n","protected":false},"author":4,"featured_media":5413,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","om_disable_all_campaigns":false,"footnotes":""},"categories":[],"tags":[5,13,16],"class_list":["entry","author-anisha-d","post-2809","post","type-post","status-publish","format-standard","has-post-thumbnail","tag-corporate-training","tag-employee-onboarding","tag-workplace-learning"],"_links":{"self":[{"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/posts\/2809","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/comments?post=2809"}],"version-history":[{"count":6,"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/posts\/2809\/revisions"}],"predecessor-version":[{"id":7550,"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/posts\/2809\/revisions\/7550"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/media\/5413"}],"wp:attachment":[{"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/media?parent=2809"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/categories?post=2809"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.playablo.com\/CorporateLearning\/Blog\/wp-json\/wp\/v2\/tags?post=2809"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}