• Best price guarantee
  • Over 300,000 customers
  • Rated 5-star by thousands of customers
  • Excellent
Home Employers How to reduce Bias in security interviews
How to reduce Bias in security interviews

How to reduce Bias in security interviews


Let’s dive into something important yet often overlooked in the security industry – bias in security interviews. It’s a bit of a thorny issue, but it’s essential to tackle it head-on especially in the security industry. We’re in the business of keeping things safe and secure, right? That starts with picking the right people for the job. But sometimes, without even realising it, we let our biases sneak into our hiring decisions. And that’s where the problem starts. We are here to discuss how we can tackle this. Let’s start!

What is Bias?

Now, what’s this fuss about bias? Think of it as those sneaky little preconceptions that can cloud your judgement without you even realising it. It’s like that friend who always jumps to conclusions – not always helpful, right? In the world of security hiring, letting bias sneak into interviews is a bit like picking your football team based on their kit colour rather than their skills. Not exactly the best strategy, you’d say.

The Impact

The real kicker? Bias doesn’t just mess with one interview; it can ripple through your entire security interviews process. Imagine overlooking a cracking candidate because they don’t fit your mental picture of a ‘typical’ security guard. It’s not just about missing out on great talent; it’s also about the image it projects of your organisation. And let’s not forget, there could be legal implications if it turns out your hiring practices are biassed. Bias In the security hiring world, it’s like having a secret umpire in your head making calls based on irrelevant stuff. Things like that have nothing to do with how well someone can guard a door or monitor a CCTV feed.

Conscious vs Unconscious Bias

There’s the bias you know about, and then there’s the sneaky kind that lurks below the surface. Conscious bias? Easy to spot and stop. But unconscious bias? That’s the tricky part. It’s all those unnoticed preferences and snap judgements we make without realising. And in our line of work, they can be a real problem.

Types of bias in interviews

  • Halo Effect: Ever met someone and thought they’re ace just because they’ve worked at a flashy company? That’s the halo effect.
  • Horn Effect: The flip side of the halo. Maybe someone’s fashion sense isn’t your cup of tea, and suddenly you’re doubting their skills.
  • Confirmation Bias: This one’s a real pain. It’s like you’ve got an idea about someone and then only notice things that prove you right.
  • Similarity Bias: We all get on with people like us, but just because a candidate loves the same football team doesn’t mean they’re the best for your next security hiring.
  • Availability Bias: That’s when we rely on what’s easily remembered, not what’s most relevant. Think judging someone based on one standout moment rather than their whole track record.

Tackling the Bias in security interviews

So, how do you stop these biases from messing with your security hiring? It’s not rocket science, but it takes some effort.

  • Unconscious Bias training: Get to know your hidden biases. There’s some solid training out there.
  • Objective hiring criteria: Stick to the skills and experiences that matter for the job. No more, no less.
  • Structured interviews: Have a game plan for each interview. Same questions, same playing field. Check out our guide for a structured interview process.
  • Diverse recruitment channels: Mix it up. Look in different places to find a variety of candidates.
  • Blind applicant screening: Sometimes, it helps not to know who’s who. Just focus on their skills and experiences.
  • A diverse hiring team: More perspectives in the room mean less chance of any one bias taking over.
  • Pre-Interview bias check: Before you even start, make sure your process is as fair as possible.

You’re not just hiring people to fill a spot; you’re building security teams that can handle real-world security challenges. Bias? It doesn’t just hurt feelings; it messes with your organisation’s efficiency and reputation. That’s something you can’t afford in the security industry..

Imagine this: you overlook a top-notch candidate because they don’t fit your idea of a “security pro.” What happens? You might end up with someone less qualified. That’s a risk you don’t want to take. Plus, let’s not forget, a diverse team brings fresh ideas and perspectives – exactly what you need to stay ahead in the security industry.

GuardPass: Your partner in fair hiring

Here’s where GuardPass really steps up. We’re like your savvy mate in the security hiring. Our security job board is designed to give every candidate a fair shake, which means you get the best of the best.

  • Blind Screening? Check.
  • Diverse Candidate Pool? Double Check.
  • Easy-to-Use Interface? Triple Check.

But hey, let’s not stop at interviews. Bias can creep in way before that. GuardPass helps you from the get-go – from posting a job to shaking hands with your new hire. We’re all about making the process transparent, fair, and straightforward. It’s about bringing fairness back into security hiring. We help you see beyond the usual, helping you spot talent you might otherwise miss.

So, what are you waiting for? It’s time to shake up your hiring process. Jump onto GuardPass and see the difference for yourself. Fairer hiring leads to better teams, and better teams lead to better security. And isn’t that what we’re all after?

Join us and start your journey towards bias-free hiring. Your future top-performing security guard might just be a click away.


Your email address will not be published.