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Every process that involves humans is prone to bias. The consequence of bias in the selection process is a homogenous workforce within a workplace that fails to benefit from a diverse array of skills and perspectives. Naturally, hiring teams are drawn to people who look, think, and act like them. Practitioners have to be intentional about reshaping traditional selection processes and minimizing the opportunity for bias to occur.
Screening is the process of reviewing job applications and candidate resumes. It can include a quick phone call from the recruiter to confirm that candidates meet minimum job requirements and to answer questions about the interview process. The job posting should remain open until a diverse pool of candidates has applied (applicant diversity requirements should be outlined in the Diversity Recruitment Plan).