{"id":21852,"date":"2023-06-09T07:57:26","date_gmt":"2023-06-09T07:57:26","guid":{"rendered":"https:\/\/www.clevry.com\/?p=21852"},"modified":"2024-09-24T12:06:55","modified_gmt":"2024-09-24T12:06:55","slug":"fem-vanliga-rekryteringsfordomar-och-hur-du-undviker-dem","status":"publish","type":"post","link":"https:\/\/www.clevry.com\/sv\/blog\/fem-vanliga-rekryteringsfordomar-och-hur-du-undviker-dem\/","title":{"rendered":"Fem vanliga rekryteringsf\u00f6rdomar och hur du undviker dem"},"content":{"rendered":"\n

Det uppskattas att en genomsnittlig vuxen person fattar cirka 35 000 beslut per dag. En del beslut \u00e4r enkla som vad man ska \u00e4ta till frukost, medan andra \u00e4r mer komplexa. Vem man ska anst\u00e4lla f\u00f6r en \u00f6ppen position \u00e4r ett beslut som kr\u00e4ver betydligt mer \u00f6verv\u00e4gande. Omedvetna f\u00f6rdomar finns i m\u00e5nga former som p\u00e5verkar allt m\u00e4nskligt beslutsfattande och rekrytering<\/a> \u00e4r inget undantag. Omedvetna f\u00f6rdomar kan leda till att man utv\u00e4rderar kandidater utifr\u00e5n saker som \u00e4r irrelevanta f\u00f6r jobbprestationen. Detta \u00e4r inte bara mycket skadligt f\u00f6r kandidaterna utan leder oundvikligen till kostsamma felrekryteringar.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Vad \u00e4r omedvetna f\u00f6rdomar?<\/strong> <\/h2>\n\n\n\n

Omedvetna f\u00f6rdomar uppst\u00e5r n\u00e4r vi fattar beslut omedvetet utifr\u00e5n stereotyper, \u00f6vertygelser och attityder. Detta beteende kan leda till att vi gynnar vissa personer och diskriminerar andra, utan att vi sj\u00e4lva inser det. L\u00e5t oss ta en n\u00e4rmare titt p\u00e5 n\u00e5gra vanliga omedvetna f\u00f6rdomar som kan grumla till v\u00e5rt omd\u00f6me i rekryteringsprocessen.<\/p>\n\n\n\n

Confirmation bias<\/h3>\n\n\n\n

Bekr\u00e4ftelsef\u00f6rvr\u00e4ngning \u00e4r tendensen att s\u00f6ka efter och gynna information som bekr\u00e4ftar eller st\u00f6der ens tidigare uppfattningar – med andra ord att v\u00e4lja information som st\u00f6der den f\u00f6rsta magk\u00e4nslan och ignorera detaljer eller r\u00f6da flaggor som strider mot dessa uppfattningar. Exempel: Om en kandidat har g\u00e5tt p\u00e5 en mindre prestigefylld skola, s\u00f6ker rekryteraren omedvetet efter information om att han eller hon inte kommer passa f\u00f6r rollen.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Similarity attraction bias<\/h3>\n\n\n\n

Det \u00e4r naturligt att vi vill omge oss med likasinnade m\u00e4nniskor och en rekryterare eller anst\u00e4llningsansvarig kan frestas av att anst\u00e4lla den kandidat som de k\u00e4nner igen sig mest i. Att ha samma hobbies eller heja p\u00e5 samma idrottslag kan vara ett trevligt samtal under lunchen, men du b\u00f6r inte l\u00e5ta det \u00f6verskugga de egenskaper som faktiskt \u00e4r viktiga f\u00f6r jobbet.<\/p>\n\n\n\n

Halo-effect<\/h3>\n\n\n\n

Halo-effekten \u00e4r tendensen att g\u00f6ra antaganden om en person baserat p\u00e5 en positiv egenskap eller attribut. Exempelvis kan det vara ett fast handslag vid intervjun, eller hur kandidaten \u00e4r kl\u00e4dd. Sj\u00e4lvklart uppskattas ett fast handslag, men tyder det verkligen p\u00e5 att personen har andra egenskaper f\u00f6r att klara jobbet bra?<\/p>\n\n\n\n

Overconfidence bias<\/h3>\n\n\n\n

Du har s\u00e4kert h\u00f6rt n\u00e5gon s\u00e4ga: ”Jag \u00e4r en riktig personlighetsk\u00e4nnare.\u201d \u00c4ven om vissa m\u00e4nniskor kanske har ett sj\u00e4tte sinne f\u00f6r s\u00e5dant, b\u00f6r det inte styra rekryteringsprocessen.<\/p>\n\n\n\n

\u00d6verdriven sj\u00e4lvs\u00e4kethetsf\u00f6rvr\u00e4ngning ger sig tillk\u00e4nna n\u00e4r vi \u00e4r \u00f6vertygade om v\u00e5r f\u00f6rm\u00e5ga att fatta r\u00e4tt beslut. Subjektiva \u00e5sikter ers\u00e4tter objektiv information och anst\u00e4llningsbeslutet fattas p\u00e5 magk\u00e4nsla.<\/p>\n\n\n\n

Gender bias<\/h3>\n\n\n\n

Vid k\u00f6nsrelaterade f\u00f6rdomar f\u00f6redras ett k\u00f6n framf\u00f6r det andra och antaganden om en persons kompetens baseras p\u00e5 k\u00f6n. \u00c4ven om k\u00f6nsrelaterade f\u00f6rdomar kan drabba alla k\u00f6n, drabbar de fr\u00e4mst kvinnor och icke-bin\u00e4ra personer. K\u00f6nsrelaterade f\u00f6rdomar skadar kvinnors karri\u00e4rutveckling och f\u00f6retag g\u00e5r miste om topptalanger p\u00e5 grund av d\u00e5liga anst\u00e4llningsbeslut.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Hur hanterar man omedvetna f\u00f6rdomar?<\/h2>\n\n\n\n

\u00c4ven om omedvetna f\u00f6rdomar inte kan elimineras till 100 procent, finns det m\u00e5nga s\u00e4tt att undvika dem. Det f\u00f6rsta steget f\u00f6r att \u00f6vervinna kognitiva f\u00f6rdomar \u00e4r att erk\u00e4nna att de existerar och att ingen \u00e4r fri fr\u00e5n dem.<\/p>\n\n\n\n

Psykometriska tester<\/h3>\n\n\n\n

Psykometriska tester<\/a> \u00e4r utformade f\u00f6r att bed\u00f6ma en kandidats personlighet, beteenden och kognitiva f\u00f6rm\u00e5gor f\u00f6r att identifiera den b\u00e4sta kandidaten f\u00f6r rollen. Standardiserade bed\u00f6mningar \u00e4r den b\u00e4sta f\u00f6ruts\u00e4gelsen f\u00f6r arbetsprestationer och g\u00f6r det m\u00f6jligt f\u00f6r dig att bed\u00f6ma och j\u00e4mf\u00f6ra kandidater objektivt, vilket eliminerar f\u00f6rdomar. Psykometriska bed\u00f6mningar som anv\u00e4nds tillsammans med andra urvalsmetoder, t.ex. strukturerade intervjuer, kommer att bidra till att g\u00f6ra din anst\u00e4llningsprocess fri fr\u00e5n f\u00f6rdomar.<\/p>\n\n\n\n

Se resultatet av v\u00e5ra tester genom att ladda ner exempelrapporter nedan.<\/strong><\/p>\n\n\n\n

\n
Ladda ner exempelrapporter<\/a><\/div>\n<\/div>\n\n\n\n

<\/p>\n\n\n\n

Strukturerade intervjuer<\/h3>\n\n\n\n

En strukturerad intervju garanterar att du st\u00e4ller samma fr\u00e5gor till alla kandidater och att de d\u00e4rf\u00f6r bed\u00f6ms utifr\u00e5n samma kriterier. En ostrukturerad intervju \u00e4r mer improviserad, vilket l\u00e4tt kan leda till att man koncentrerar sig p\u00e5 saker som \u00e4r mindre viktiga f\u00f6r arbetsprestationen.<\/p>\n\n\n\n

Andra metoder<\/h3>\n\n\n\n
    \n
  • Kontrollera om jobbannonser \u00e4r f\u00f6rdomsfulla. Se till att du anv\u00e4nder ett inkluderande spr\u00e5k.\u00a0<\/li>\n\n\n\n
  • Se \u00f6ver dina marknadsf\u00f6ringskanaler. N\u00e5r du en varierad publik?\u00a0<\/li>\n\n\n\n
  • Ha en tv\u00e4rfunktionell intervjupanel\u00a0<\/li>\n\n\n\n
  • Utbildning om omedvetna f\u00f6rdomar\u00a0<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"

    Det uppskattas att en genomsnittlig vuxen person fattar cirka 35 000 beslut per dag. En del beslut \u00e4r enkla som vad man ska \u00e4ta till frukost, medan andra \u00e4r mer komplexa. Vem man ska anst\u00e4lla f\u00f6r en \u00f6ppen position \u00e4r ett beslut som kr\u00e4ver betydligt mer \u00f6verv\u00e4gande. Omedvetna f\u00f6rdomar finns i m\u00e5nga former som p\u00e5verkar […]<\/p>\n","protected":false},"author":16,"featured_media":22059,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3],"tags":[],"class_list":["post-21852","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-okategoriserad"],"acf":[],"yoast_head":"\nFem vanliga rekryteringsf\u00f6rdomar och hur du undviker dem - Clevry<\/title>\n<meta name=\"description\" content=\"Omedvetna f\u00f6rdomar vid rekrytering leder till felaktiga anst\u00e4llningsbeslut och d\u00e5lig kandidatupplevelse. 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