In the realm of professional opportunities, an unsettling reality persists: White men tend to be assessed based on their potential, whereas women and individuals from diverse backgrounds are often judged on their past achievements. This discrepancy acts as a significant barrier for underrepresented groups, as hiring, promotion, and investment decisions commonly revolve around potential. However, talent acquisition professionals have the power to effect meaningful change through a simple intervention during the interview stage.
Disparities in Assessing Potential and Proof
A noteworthy study conducted at TechCrunch Disrupt involving 189 aspiring founders offers a vivid illustration of the bias between potential and proof. Researchers discovered that, irrespective of the gender of the interviewer, two-thirds of the questions posed to men focused on their potential. These inquiries revolved around their strategies for customer acquisition and monetization, emphasizing their forward-looking aspirations.
On the other hand, two-thirds of the questions directed at women demanded concrete proof of their achievements. They were probed about the number of active users their ventures currently had and the predictability of their cash flows. The study demonstrated that when founders were given the opportunity to discuss their dreams and plans—their company’s potential—they were more likely to secure funding. Unfortunately, not everyone gets a chance to discuss their potential because they are not explicitly asked about it.
Four Steps for Cultivating Equality in Evaluating Potential
Recruiters and leaders in talent acquisition play a pivotal role in establishing a fairer and less biased hiring process. One vital approach involves raising awareness about the disparity between potential and proof during candidate evaluations and recommending strategies to enhance interview techniques. Here are four key steps to facilitate this:
- Foster consistency: Encourage interviewers to consistently ask questions that focus on potential when evaluating all candidates, particularly those from underrepresented groups. It is crucial to consciously apply the same evaluation criteria to all candidates, regardless of their background.
- Equip interviewers with potential-oriented questions: Simplify the process for interviewers to pose questions that enable each candidate to explore their potential. These questions may encompass topics such as their vision for the role, their vision for the company’s product or service, their career goals, and the obstacles they have overcome to reach their current position. Incorporate these “potential” questions into your company’s structured, competency-based interview process—an essential component of inclusive hiring.
- Establish aligned evaluation metrics: Bear in mind that potential-based questions can present challenges when it comes to scoring and comparing responses across different individuals. Therefore, it is essential for hiring teams to establish clear differentiators between a good response and an average one before presenting these questions.
- Review interviewer feedback: Lastly, carefully review the feedback provided by interviewers to identify any potential biases. Are interviewers discussing potential for some candidates but not for others? Are they holding certain candidates to more stringent standards? As partners in the hiring process, recruiters play a vital role in ensuring fair and effective hiring practices by helping the hiring team identify and address biases.
For far too long, potential has been selectively and unfairly applied. As organizations strive to optimize talent acquisition, embracing the potential of all candidates, especially those who have historically been overlooked, can lead to a more inclusive and successful recruitment process. It also paves the way for a more creative and high-performing company. By implementing these strategies, recruiters and talent acquisition professionals can contribute significantly to fostering equality and leveling the playing field for all candidates.