Creating Unbiased Job Requirements

In this lesson, we will discuss how to create job requirements that are free from bias. Often, the requirements themselves can introduce bias into the hiring process. Here are some common errors to avoid:

1. Hiring People Like Yourself

One common mistake is hiring individuals who are very much like you. This happens because you believe in your own success and want others to replicate it. However, this approach can exclude candidates who are different but equally or more capable. To avoid this bias:

• Be aware of the tendency to look for skills and traits that remind you of yourself.
• Recognize that diversity in skills and perspectives can be beneficial.

2. Hiring Less Capable Candidates

Another error is hiring candidates who are slightly less capable than yourself. This might be due to concerns about employees outgrowing the job or for budgetary reasons. However, this can lead to a decline in overall talent within the organization. Remember the saying:

> "If A players hire B players, B players hire C players, C players hire D players, and D players hire F players."

To maintain a high level of talent:

• Aim to hire A players who can excel in their roles.
• Do not compromise on quality to save costs or for other reasons.

3. Looking for the Perfect Candidate

The third common bias is searching for a candidate who can do everything. This is especially prevalent in startups but can occur in other scenarios as well. The problem is that such a candidate is nearly impossible to find and may not be necessary. Instead, think of your team as a sports team:

• You need specialists who excel in specific areas, not generalists who are mediocre at everything.
• Focus on finding the best person for each specific skill or role.

Conclusion

By avoiding these common errors, you can create job requirements that are more inclusive and effective. This will help you attract a diverse pool of talented candidates who can contribute to the success of your organization.