Q: I’m a small business owner doing most of the hiring myself. I want to make sure I’m being fair, but I know unconscious bias can affect decision-making. How can I reduce bias in recruitment-especially without a big HR team?
A: Unconscious bias can affect any of us, even with the best intentions. The good news is that there are practical, low-cost ways small employers can reduce bias in hiring and create a fairer, more inclusive process.
What is unconscious bias?
Unconscious (or implicit) bias refers to the automatic judgements we make about people without even realising it. These biases are shaped by our backgrounds, experiences, and societal messages, and they often influence how we evaluate candidates during hiring.
For example, you might:
- Feel a stronger connection with someone who shares your accent or went to the same university.
- Assume someone older or younger won’t “fit in” with the team.
- Overestimate a candidate’s ability because of confidence or charisma, rather than their actual skills.
These quick judgements can lead to unfair hiring decisions and reduce the diversity of your team without you even noticing.
Why does this matter in small businesses?
In smaller organisations, each hire has a bigger impact. If unconscious bias creeps into your recruitment process, it could:
- Cause you to miss out on talented candidates.
- Lead to a less diverse workforce.
- Affect your reputation as a fair and inclusive employer.
With fewer layers of oversight or HR support, it’s even more important for small business owners and hiring managers to be aware of their decision-making.
How can I reduce unconscious bias in recruitment?
Here are practical steps you can take, many of which are quick wins.
1. Write inclusive job descriptions
The language you use in your job advert can affect who feels welcome to apply.
- Avoid gender-coded words (e.g. “dominant”, “ninja”, “rockstar”) which may deter women.
- Focus on essential skills -overly long wishlists can discourage underrepresented applicants who may not apply unless they meet 100% of the criteria, and women and minorities are less likely to apply if they don’t meet all the criteria.
- Use tools like Gender Decoder to review the wording of your ads.
2. Standardise your interview process
Structured interviews reduce bias by ensuring all candidates are assessed in the same way.
- Ask all candidates the same core questions that relate directly to the role.
- Create a simple scoring system to rate responses consistently.
- Make notes during or immediately after the interview to reduce memory-based biases.
Avoid over-reliance on “gut feeling” or informal chats; they often reflect personal preference rather than job-related merit.
3. Review CVs more objectively
Where possible, consider using blind recruitment, removing names, dates of birth, or even education institutions from CVs before shortlisting.
If that’s not feasible, try this:
- Make a checklist of essential criteria (skills, experience, qualifications).
- Score each CV against that list before looking at anything else.
- Be aware of “affinity bias”- the tendency to favour people who remind you of yourself.
You don’t need fancy software, a simple spreadsheet or template can help you stay consistent.
4. Diversify where you advertise
If you always recruit through the same channels, you’re likely to attract the same types of candidates.
- Try advertising on platforms that reach underrepresented groups.
- Consider reaching out to community groups, local colleges, or networks supporting women, disabled people, or ethnic minorities in your sector.
Even small changes in outreach can make a big difference in who applies.
5. Challenge your own assumptions
This one’s personal but powerful. When reviewing candidates, ask yourself:
- Would I feel the same way if this candidate had a different name, age, or accent?
- Am I mistaking confidence for competence, or vice versa?
- Have I judged them based on how “likeable” they are rather than how well they meet the criteria?
Taking a moment to reflect can help you spot bias before it influences your decision.
What if I make a mistake?
The goal isn’t to eliminate all bias (that’s impossible), but to become more aware of it and put safeguards in place.
If you realise you’ve let bias slip in, reflect, learn, and adjust your process for next time. Transparency and a willingness to improve are key to becoming a fair and inclusive employer.
Final thought
Addressing unconscious bias in recruitment isn’t about being perfect, it’s about being aware, intentional, and open to change. As a small business owner, you have the unique advantage of being able to implement changes quickly and lead by example.
Small steps can make a big difference- not only in who you hire, but in how your team grows and thrives.
If you would like any further advice on addressing unconscious bias whilst recruiting, do get in touch.