Eliminate bias in hiring
Make candidate selection more objective using the most unbiased recruitment solution.
Improve your unbiased recruitment process with state of the art technology.
Improve your unbiased recruitment process with state of the art technology.
Trusted by innovative brands worldwide
Remove unconscious bias
Candidates on Gyfted’s talent marketplace are anonymous by default to cut down bias around gender, age, race, nationality and improve diversity recruiting.
Candidate salary expectations are shown for each candidate to save time getting matched with candidates that fit your budget criteria and requirements.
Our cognitive ability, preference and culture fit matching assessments are the best diversity assessment tools you can find for matching talent objectively.
Diversity recruiting tools
Remove bias in your recruitment process through a merit-based hiring process based on technology and smart design. Evaluate candidates based on their qualifications, soft skills, competencies, and culture fit as well as culture add, rather than their background or demographics.
Blind hiringRemove unconscious bias by not seeing the candidate's name, age, gender.
Improve diversityIncrease diversity in the workplace to bring diverse perspectives and ideas in. run.
Objective candidate selectionEvaluate based on qualifications, skills and fit rather than demographics.
Better company reputationImprove your reputation by showing your commitment to fair and unbiased hiring.
Employee value propositionCreate a better EVP to recruit and retain top talent by highlighting your values.
Better candidate experienceA leaner, safer, fairer candidate experience on a level playing field.
Bet on meritocracy and overcome unconscious bias to improve diversity and team performance
Make decisions based on our diversity recruiting software and the best preference and personality tests for the workplace, that bring forth candidates who ‘fit’ both your culture and role, and can be culture additive to your organization. Discover culture fit, culture add, role fit, soft competencies and soft skills faster in your candidates.
Remove hiring bias
Eliminate signals that lead you to make biased decisions.
Hiring based on merit
Look for merit, quality and “fit”. Run recruiting the right way.
Diversity hiring tools
Hire pre-vetted candidates using proprietary assessment tools.
Cut down on your unconscious biases
In principle it’s hard to cut down on an unconscious bias, because you don’t know about it, so the best thing you can do is to be careful about how you behave around people especially those different from you, and educate yourself in cognitive biases.
Another way is to eliminate the signals - like signals of age, gender, race - from your hiring funnel as far as possible, so as to make better selection decisions in your recruiting process. This is what we do at Gyfted using our design and software.
Unstructured interviews are a poor way of screening candidates
People make hiring decisions using interviews, but are often not prepared to do so and rely on their gut feelings. Unstructured interviews do not flesh out the desired traits we look for in certain roles and teams we’re hiring for. For these reasons people who are tall, good looking, extroverted and agreeable tend to do better in such interviews. Do these dimensions predict long-run performance for any job or role? No.
In general, inappropriate selection methods combined with unprepared managers are a suboptimal solution to hiring - setting up managers and recruiters to fail in hiring.
Key biases that impact your hiring decisions
Searching for people similar to us to avoid conflict. It easily leads to the forming of “yes-men” teams which are not the most creative or high performing.
The tendency to prefer one gender over another. It is unconscious, or implicit, and occurs when an individual attributes attitudes and stereotypes to another person based on gender.
Involves making snap judgments someone on the basis of a trait, for example someone worked at Instagram = “must be great”.
Making a snap judgment based on one negative trait, for instance when a candidate mentions one wrong thing and can be “boxed out”, were already looking at a candidate like at a villain.
Blind hiring plus human-centered design
Measure and match candidates to fit you and your team. Select based on skills, experience, personality and culture fit. Make faster hiring decisions with better results.
Data fairness via humanistic design
Our data and algorithms are designed to reduce bias. We do not parse CVs for keyword matching. We focus on human centered design in our diversity recruiting software. We quantify data into indexes to eliminate structural bias, and we stress test our solutions
Avoid information bias
We do not present, and we do not collect, data on age, gender, race, minority status, or photos that significantly impact all people’s decision-making through first impression bias. We also mask certain data eg. specific names, “he”, “she”.
Frequently asked questions
How much does it cost?
0. Zero. Zilch. Nothing. Nada! Gyfted provides you with quality assessments for free. They are equivalent to those you can find on the web for $9 or $50 per single test! Instead of completing disjoined tests on different websites, take our assessments and get a comprehensive overview of your personality. Here you get free diversity sourcing tools to assist you in your recruitment strategy.
Are the candidate’s results anonymous?
Yes, the candidates' results are anonymous on our talent marketplace. Eliminating bias from the recruitment process is of the utmost importance to us. We don't collect candidates’ personal information, including their age, gender or race. We don't even ask for their surname! All of the candidates’ data is hidden from potential employers until they decide to start the recruitment process and agree to share the data with a potential employer.
How to mitigate unconscious bias?
Good practices in-house or through recruitment process outsourcing that use these below standards can help you reduce unconscious bias in hiring:
- Blind hiring: removing personal identifying information from candidate profiles can help reduce bias upfront.
- Structured interviews: asking candidates the same set of questions and evaluating their responses based on predefined, benchmarked criteria can help reduce bias in interviews.
- A diverse hiring team: having a diverse group of people involved in the hiring process can help to reduce bias thanks to different perspectives in evaluating candidates.
- By using new technology: using machine learning or AI algorithms can help to reduce human bias in the initial review process, as long as the data inputs are quality.
- Providing clear job descriptions, competencies, skills and qualifications required for the job, and evaluating candidates based on these criteria.
How can bias affect a job interview?
Interview bias often leads to unfair evaluations of job applicants, for example:
- Unconscious bias: interviewers unconsciously hold stereotypes that influence their perceptions and evaluations of candidates, eg. women or men in the workplace.
- Confirmation bias: people prefer to pay attention to information that confirms their existing beliefs or hypotheses about a candidate and vice versa.
- Primacy and recency effects: interviewers are more likely to be influenced by information presented at the beginning and end of an interview.
- Halo effect: interviewers are more likely to form a positive or negative impression of a candidate based on appearance or a specific characteristic, like educational background, and generalize that impression to other characteristics, like qualifications or performance.
What is blind hiring?
Blind hiring is a recruitment process in which personal identifying information such as name, address, minority status, photos, and gender are removed from the applicants’ profile and resume before they are reviewed by recruiters. The goal of blind hiring is to reduce unconscious bias in the recruitment process and to increase diversity in the workplace.
What does Gyfted mean by frictionless matching in recruitment?
We’re eliminating the waste of manager, recruiter and candidate time by eliminating the repetition of applications, tests and screening interviews. We believe in measured candidates, valid data and a great candidate experience, as well as a great user experience. We also want companies to pay for objectively measured candidates and stop paying for assessments. We enable this through design, matching and data in recruiting.
What is human-centered design?
Human-centered design puts the needs, wants, and desires of the end user at the center of the design process, and it is about creating for all people. It is a process that involves understanding and empathizing with the user, gathering data and insights, and using that information to inform the design of products, services and systems. The goal of it is to create connection between the user and the product.
Why is having diversity in the workplace important?
Diversity of thought, socio-economic background, working styles, as well as cognitive diversity in the workplace can really improve the following:
Innovation and creativity: with a wider range of perspectives, experiences, and soft skills can lead to more creativity in your organization.
Higher quality decision making: diverse groups of people are much more likely to consider a wider range of viewpoints and solutions, which informs more exhaustive and comprehensive decision-making.
Representation of society and customers: your products or services are designed and marketed to meet the needs of a diverse customer base, hence reflecting this in your organization will really help you avoid echo chambers, polarization and biases.
Better financial performance: studies show that companies with diverse teams tend to have better financial performance.
Why implicit bias training doesn't work?
There’s evidence that implicit bias training may not be effective:Limited duration: it’s often a one-time event insufficient to change deeply held unconscious or conscious biases.Lack of follow-up: without reinforcement to apply what’s been learnt in real-world situations it’s a poor learning technique.Limited effectiveness: some studies found that implicit bias training may not significantly reduce bias in decision making or behavior. For example, there’s a Yale University on male and female scientists who had taken a training course on how to hire objectively - and they ultimately failed to do so. The results are that they still preferred to hire men over women, viewed them as more skilled, and were ready to offer about $4000 more per year in salary. Study participants were shocked to find out about their strong unconscious biases. Resistance: forcing such training top-down, especially in today’s times of polarization, can backfire through some participants’ resistance to such training, hence it might not motivate toward behavior change.