Selection Tools

Use tools:

Elevate your recruitment strategies with selection tools designed for fairness and inclusivity. Explore sample rubrics and expert insights to refine your selection process. Recognizing and addressing hidden biases is essential for ensuring equitable outcomes in candidate evaluations.

Diversity and Inclusion Links:

  1. In this Ted talk, "What Does My Headscarf Mean To You", Yassmin Abddel Magied explains the ideas of "hidden biases" or "unconscious biases" well and gives some great examples of how we may automatically make assumptions given certain situations.
  2. The pamphlet Reviewing Applicants, Research on Bias and Assumptions compiles a list of ways to minimize the influence of bias and assumptions:
    • Strive to increase the representation of women and minorities in your applicant pool.
    • Learn about and discuss research on biases and assumptions and consciously strive to minimize their influence on your evaluation.
    • Develop and prioritize evaluation criteria prior to evaluating candidates and apply them consistently to all applicants.
    • Spend sufficient time (at least 20 minutes) evaluating each applicant.
    • Evaluate each candidate's entire application; don't depend too heavily on only one element such as the letters of recommendation, or the prestige of the degree-granting institution or post-doctoral program.
    • Be able to defend every decision for eliminating or advancing a candidate.
    • Periodically evaluate your judgments, determine whether qualified women and underrepresented minorities are included in your pool and consider whether evaluation biases and assumptions are influencing your decisions.

Sample Rubrics: