Over time, candidate evaluation methods have evolved from screening candidates based on past performances to more accurate predictions of their work rate. Even with how much these evaluation techniques have developed, CV screening is a tradition that’s remained in the recruitment process since the 50s.
Recently, however, recruiters have begun to notice how ineffective they are at measuring and predicting candidate performance. But that’s not all, CVs also leave room for bias in recruitment. Dive in as we explain this hidden bias in CVs and how you can avoid them while hiring.
Despite being a longstanding candidate screening method, CV assessment is inherently flawed. Fundamentally, this practice puts weight on how well candidates can represent themselves on paper, even if they’re telling lies. And this act of not telling the truth on CVs is way more popular than you think. Statistically, 70% of U.S. workers aren’t truthful on their CVs, with 37% admitting to doing so frequently.
It doesn’t stop there. Since everyone has their own way of interpreting things, especially when written on paper, there’s a high chance that bias could slip into the CV screening process. Studies show that resumes with traditionally “Western” names get 50% more callbacks than those with ethnic-sounding names, even when their qualifications are identical.
For example, two candidates with the same skills and experience apply for a position and submit their CVs. The only difference is their names: John Allan and Mohammad Khan. After screening both CVs, the recruiter could conclude that Mohammad doesn’t have the cultural fit for the company, based solely on his name. This creates a high risk of hiring unskilled candidates over skilled ones.
In the long run, if this bias goes unattended, it leads to a workforce with similar values, ideas, backgrounds, and even skills. This, in turn, stunts innovation and could potentially create skill gaps within your organization.
Types of bias in CV screening
As a recruiter who relies on CV screening, you’re exposed to both conscious and unconscious hiring bias. However, beyond classifying them as conscious and unconscious, there are various ways they can manifest in your evaluation process. Here are the types of bias to look out for in CV screening:
1. Confirmation bias: This type of bias occurs when recruiters unconsciously seek out information in a CV that confirms their pre-existing beliefs about a candidate. For example, if a recruiter assumes that candidates from a particular university are more competent, they may focus only on details that support this assumption while overlooking other important qualifications.
2. Gender bias: With gender bias, the recruiter’s perception of the candidate is influenced by their gender. This bias ideally runs on the belief that a candidate is unfit for a role simply because of their gender. For example, male candidates may be favored for leadership or technical roles, while female candidates may be unconsciously overlooked for such positions despite having equal qualifications.
3. Age bias: Age bias happens when candidates are judged based on their age rather than their skills or experience. Older candidates may be perceived as “overqualified” or “less adaptable to change,” while younger candidates may be seen as “inexperienced” or “lacking leadership potential.”
4. The halo effect: The halo effect is a bias type that happens when a recruiter’s impression of a single positive trait overshadows all other aspects of a candidate’s qualifications. For instance, if a candidate previously worked with a well-known organization, a recruiter may assume they are highly skilled, even if other qualifications are lacking.
5. Stereotype bias: Here, the recruiter makes assumptions about a candidate based on their background, ethnicity, or other characteristics. For example, assuming that someone from a particular country is better or worse at a certain job based on cultural stereotypes rather than actual qualifications or skills.
6. Contrast effect: The contrast effect happens when a candidate is evaluated not on their own merits but in comparison to other CVs reviewed before them. If a recruiter screens a weak candidate first, the next average candidate might appear exceptional in contrast or vice versa.
Understanding the various types of CV bias and their impact on overall hiring is the first step to preventing issues like identical employees or a lack of organizational innovation. In addition, combining this with adequate knowledge of avoiding this bias can help you build a more diverse and skilled workforce.
Some indicators that your CV screening has bias
Even with a 21% increase in LinkedIn job postings that focus on skills rather than qualifications, bias is still more common than you might think. In fact, if your CV screening process is unintentionally favoring certain candidates over others, bias might be at play. Here are some key indicators that suggest your hiring decisions are not as objective as they should be:
1. Selected candidates have highly similar traits
If most of the candidates moving forward in your hiring process beyond CV screening share similar backgrounds, educational institutions, gender, or demographics, this may indicate bias. In this case, gender bias, the halo effect, or even stereotype bias might be responsible. A truly diverse, merit-based selection process should produce a mix of candidates with varying experiences, backgrounds, and perspectives.
2. Your screening process relies heavily on specific information
Overemphasizing certain details, such as prestigious university names, past employers, or a degree, can exclude highly qualified candidates from having a shot at the open position. In turn, this could leave room for the halo effect in your CV screening.
Ideally, your CV screening process should focus on identifying whether or not the candidate possesses the required skills for the role rather than their connection to a prestigious company or a particular educational background.
3. You compare candidates to other people
A common hiring mistake is evaluating candidates by comparing them to current employees or other applicants rather than assessing how well each person matches the actual job requirements.
This is known as the contrast effect, where an average candidate may seem exceptional or underwhelming depending on the previous resumes reviewed. Comparing your candidates this way puts them at a disadvantage to your current employees and leaves little room for culture add in your hiring.
4. Quick rejection of CVs with non-traditional details
Resumes with non-standard experiences, such as a period of freelance work, self-employment, or career changes, are often filtered out too early in the screening process. For example, if the candidate’s CV has gaps in employment, and your evaluation process dismisses them immediately, you might be favoring linear career paths over actual skills. But it’s not an uncommon occurrence. In fact, applicants with work gaps have a 45% lower chance of getting called back for interviews, even if they have a valid reason.
This common rejection practice often stems from underlying biases. Recruiters may hold stereotypes that career gaps indicate a lack of commitment or reliability, regardless of the circumstances. This can lead to confirmation bias, where recruiters focus only on the gap itself while overlooking the candidate’s actual qualifications and experiences that demonstrate their job-relevant capabilities.
5. Disproportionate impact of names
According to a study by the American Economic Association, names have been affecting hiring decisions for over two decades. White names like Greg or Mallory receive 50% more interview callbacks for a role than African-American names like Imani or Amir. This is despite the clear fact that names aren’t an indicator of skill or job fit.
This disproportionate impact of names on hiring decisions is connected to the stereotype bias, which makes the recruiter believe a candidate isn’t fit for a job based on the background indicated by their name.
6. Preference for years of experience over skills
Prioritizing candidates with extensive work histories rather than focusing on demonstrated skills can lead to age bias and the exclusion of capable but less experienced professionals. This is concerning because, based on a study at Florida State University, there’s no relationship between experience and potential skill for success, even if the candidate held a managerial position.
As such, setting a preferred duration of experience doesn’t guarantee that the candidates who meet those expectations are fit for the role. It only narrows your talent pool.
Avoiding the hidden bias in your CV screening process can help promote a more inclusive recruitment process, which makes hiring more effective. Here are the steps you can take to prevent bias while screening CVs:
1. Rework your job descriptions
While writing your job descriptions, they should focus on the essential skills and qualifications required for the role. This means that you must avoid unnecessary requirements that may exclude qualified candidates from diverse backgrounds. For instance, emphasizing specific degrees or years of experience can deter capable applicants who have gained relevant skills through alternative non-traditional paths.
Typically, skill-based job descriptions focus on highlighting the responsibilities attached to the post and the skills required to excel in it.
2. Incorporate technology into your recruitment
Reports show that although there has been a major jump in the number of companies that use technology such as AI in recruitment, there is still significant room for improvement. Today, over 53% of companies already use AI in their hiring, which leaves the other half still using traditional methods like CV screening, which are less efficient.
Using technology in your hiring process reduces the chances of human error and bias in your recruitment. Plus, you can automate tasks like candidate grading and performance ranking to save you time and boost efficiency in your screening.
3. Assess candidates based on qualifications and skill proficiency
Evaluate applicants by focusing on their demonstrated abilities and relevant experiences rather than solely on educational credentials or previous job titles. This approach helps identify candidates who possess the necessary skills to excel in the role, regardless of their educational background.
One way to evaluate the candidates’ skill proficiency is to compare the skills required for the role with the ones the candidate outlines in their CV. Then, you can perform a reference check to vet these skills.
4. Administer work sample tests
This involves implementing practical assessments that mirror the tasks candidates would perform in the role. Work sample tests provide objective evidence of a candidate’s capabilities and reduce reliance on subjective impressions formed during resume reviews or interviews.
You can administer a work sample test in different forms, including the use of a sample project or job simulations on virtual platforms like Vervoe. This way, you can observe the candidate’s efficiency and skills with real-time tasks.
5. Apply standardized interviews
Using CV screening alone for your candidate evaluation isn’t a totally reliable method for hiring. As such, it’s always best to combine it with a structured interview process based on the results of your initial screening process.
Structured interviews offer a consistent set of standards and questions for all candidates. This standardization ensures that each applicant is evaluated based on the same criteria, minimizing the influence of personal biases.
6. Integrate pre-employment skills assessments
Based on data from the U.S. Bureau of Labor Statistics, 60% of American workers over 25 years old don’t have a four-year degree. However, these individuals might have the skills an open role requires. So, to properly vet them, you can utilize skills assessments to objectively measure a candidate’s proficiency in areas critical to the role. These assessments can help identify top talent by focusing on actual performance rather than background information like education or experience.
With Vervoe, you have access to numerous pre-employment assessments tailored to different roles. These tests combine scenario-based questions with knowledge-based ones to test the candidates’ ability to apply their skills to the open position and achieve maximum effectiveness.
Aside from pre-employment tests, Vervoe also offers AI-based candidate scoring that lets you grade each applicant based on the same objective criteria. This helps make your evaluation process even more skill-inclined.
Pro Tip: Effective skill-based hiring requires a thoughtful, well-integrated approach that aligns with your existing workflows. To help you navigate this transition seamlessly, we’ve created a comprehensive guide with the best practices for skill-based hiring. Check out our ebook to learn all about it.
CV bias ends here: Achieve fair hiring with Vervoe
Eliminating bias in CV screening is essential for creating a thriving workforce with vital skills, potential, and diversity in the workplace. By focusing on skills-based assessments, structured interviews, and objective evaluation methods, you can ensure that the most qualified candidates, regardless of age, gender, or background, get the opportunities they deserve.
Unlike traditional resume screening methods that often reinforce unconscious biases, Vervoe’s AI-powered skills assessments help you hire based on proven ability, not unreliable experience. With features like customized job simulations, automated grading, and AI-driven performance ranking, Vervoe ensures that every candidate is assessed fairly, solely based on how well they can perform on the job.
Integrating Vervoe’s pre-employment testing into your hiring strategy helps you reduce reliance on CVs and eliminate hiring biases while saving time and improving hiring accuracy. So, what are you waiting for? Register for a demo to take the first step into bias-free hiring today!
