Addressing unconscious biases in recruitment: perceptions of Nordic recruiters
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Journal Title
Journal ISSN
Volume Title
School of Business |
Master's thesis
Author
Date
2024
Department
Major/Subject
Mcode
Degree programme
People Management and Organizational Development
Language
en
Pages
61
Series
Abstract
This thesis investigated recruiters' experiences with unconscious biases in the recruitment process, focusing on their prevalence, the strategies used to address them, and associated challenges. A qualitative interview study was conducted with professional recruiters to explore these issues in depth. The findings reveal that unconscious biases are pervasive, impacting recruitment decisions at many stages. Discrimination can happen based on factors such as gender, age, and ethnicity. While organizations employ several practical strategies, such as unconscious bias training, structured interviews, and blind screening, the effectiveness of these measures often depends on broader organizational commitment to diversity, equity, and inclusion. Moreover, the findings emphasize that to address unconscious biases, recruiters and organizations must foster a culture of awareness and accountability. Without a genuine will to address biases, efforts such as unconscious bias training may be ineffective.Description
Thesis advisor
Sele, KathrinKeywords
unconscious biases, DEI, recruitment, affinity bias