How to Stop Unconscious Bias In Your Hiring Process


Research shows that candidates who are different from an otherwise homogenous group of finalists stand little chance of getting hired, even if they are the most qualified.

Shortly after Jason Thibeault became a recruiter, he told me, he met with Terrell, a former employee of his, to catch up and go over Terrell’s resume, since Terrell was looking for a new job and wanted Jason's opinion.

Jason, it turned out, was amazed by the resume's high quality: Since the two men had worked together, Terrell had gone on to do great things in his career. However, one thing struck Jason as odd.

At the top of the resume, Terrell had listed his name as "T. Andrew Smith." “Should I start calling you 'Andrew' now?” Jason asked.

No, Terrell answered; he went by "Andrew" only on his resume. When Jason asked why, Terrell, a blond-haired, blue-eyed white man, responded with a simple question: “Have you ever met a white man named Terrell?”

That’s when Jason, now a partner at