{"id":6404,"date":"2018-04-16T13:41:47","date_gmt":"2018-04-16T18:41:47","guid":{"rendered":"http:\/\/www.managementcenter.org\/?post_type=article&#038;p=6404"},"modified":"2025-07-14T21:28:09","modified_gmt":"2025-07-14T21:28:09","slug":"mitigate-bias-in-hiring-with-a-simple-rubric","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/mitigate-bias-in-hiring-with-a-simple-rubric\/","title":{"rendered":"Mitigate Bias in Hiring With a Simple Rubric"},"content":{"rendered":"\n<p>Bias is like dental plaque. It&#8217;s barely detectable at first, but the longer you ignore it, the worse it gets\u2014sometimes causing permanent damage. <\/p>\n\n\n\n<p>Use hiring rubrics to mitigate bias and lay the groundwork for an equitable hiring process. As a hiring manager, your job is to shepherd the process\u2014define the role, get input from your team, and weigh all of the evidence to make a final decision\u2014with the rubric as your trusty sidekick.<\/p>\n\n\n\n<p>Read our top tips below for creating and using a hiring rubric. Then, get access to real-time practice and support in our interactive <a href=\"https:\/\/www.managementcenter.org\/catalog\/133-hiring-your-team\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Hiring Your Team<\/em><\/a> training if you meet the prerequisite.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Write down 3-5 must-haves and look-fors.<\/h3>\n\n\n\n<p>Ask yourself these questions (Already used our <a href=\"http:\/\/www.managementcenter.org\/resources\/figuring-role-sample-worksheet\/\" target=\"_blank\" rel=\"noreferrer noopener\">Figuring Out the Role Worksheet<\/a>? You\u2019ve done most of this step!):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>Must-haves &amp; Look-fors:<\/em> What skills are not negotiable for the role, and how will you know them when you see them? Don\u2019t forget to check your <a href=\"https:\/\/www.managementcenter.org\/resources\/thats-how-weve-always-done-it-a-guide-to-using-ptr\/\" target=\"_blank\" rel=\"noreferrer noopener\">PTRs<\/a>!\n<ul class=\"wp-block-list\">\n<li>Pro-tip 1: there are a bunch of sample questions and tests in the <a href=\"https:\/\/www.managementcenter.org\/resources\/must-haves-each-stage\/\" target=\"_blank\" rel=\"noreferrer noopener\">Planning for Must-Haves at Each Stage tool<\/a>!<\/li>\n\n\n\n<li>Pro-tip 2: if you\u2019re having trouble articulating a \u201clook-for,\u201d it can be helpful to reframe it in the negative\u2014\u201cwhat does this look like when it <em>doesn\u2019t<\/em> go well.\u201d For example, strong relationship-building skills <em>might not<\/em> look like over-adhering to an agenda, interrupting people, or forgetting to ask someone how they\u2019re doing.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><em>Defining the bar:<\/em> What\u2019s the level of ability that your hire should have when they start? On a scale of 1 (Big Red Flag in this area) to 4 (Definitely meets the bar), what would a \u201c4\u201d be for your \u201clook-fors\u201d?<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">2. <strong>Share the rubric and get aligned with your team.<\/strong><\/h3>\n\n\n\n<p>Assemble a diverse hiring committee to review applications and interview candidates (we recommend two to three people per round after the initial screening). Meet with the committee\u2014even just for 10 minutes\u2014to discuss the must-haves and how you\u2019re testing for them. Don\u2019t skip this step! Without getting aligned on the rubric, people will default to their own criteria to assess candidates. Having the different perspectives represented on your team will help you avoid the \u201clike me\u201d effect\u2014the tendency to think more highly of people who are similar to you\u2014while the rubric will give your team consistent definitions for success so everyone is measuring against the same bar.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. <strong>Fill out rubrics independently; discuss discrepancies.<\/strong><\/h3>\n\n\n\n<p>Interviewers should fill out a rubric for each candidate independently first, making sure their ratings are based on observable behaviors and evidence rather than gut feelings. The beauty of having a diverse hiring committee is the diversity of perspectives, so if you (the hiring manager) identify scoring discrepancies for a candidate, examine those! This might look like scheduling a debrief, a 1:1 chat with the interviewer(s), or a quick text, depending on your relationship with the person (added bonus of scheduling a debrief: it can serve as a forcing mechanism to get interviewers to finish their scoring!).&nbsp;<\/p>\n\n\n\n<p>For finalist rounds, consider debriefing candidates as a group. This gives interviewers the chance to check for biases or assumptions on a deeper level, and to work together to parse out the small nuances of each candidate. Debriefing with rubrics also ensures that candidates are measured against the look-fors and bars you\u2019ve defined, so that you\u2019re hiring the right person\u2014not just the best of the bunch.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. <strong>Make your decision.<\/strong><\/h3>\n\n\n\n<p>Weigh all feedback and decide whether to reject or advance your candidate. If you find that you need more information to make a decision, use the rubrics to identify the evidence you still need, and follow up accordingly. To be clear, we <em>strongly<\/em> <em>discourage<\/em> asking more of candidates than what you\u2019ve laid out in your process, but if you find that you absolutely need more information to make a decision, consider reaching out to your candidate to ask clarifying questions. Do this rarely, and keep it brief with minimal prep for the candidate.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. <strong>Revisit your rubric (optional).<\/strong><\/h3>\n\n\n\n<p>If you\u2019re hiring multiple people for the same role (like organizers or trainers), consider vetting your rubric a few months after each process to make sure it\u2019s helping you achieve equitable results.<\/p>\n\n\n\n<p><strong>Remember:<\/strong> the rubric is not a magic wand. While it can help your team spot and counteract implicit bias, no rubric can replace the human elements of perception and self-reflection. Plus, in order to achieve equitable hiring outcomes, you\u2019ll need to consider multiple angles in addition to your rubric, such as <a href=\"https:\/\/www.managementcenter.org\/resources\/building-pool-worksheet\/\" target=\"_blank\" rel=\"noreferrer noopener\">building a strong pool<\/a> and testing for <a href=\"https:\/\/www.managementcenter.org\/resources\/3-ways-to-test-for-racial-equity-inclusion-competency\/\" target=\"_blank\" rel=\"noreferrer noopener\">equity competencies<\/a>. (Remember the plaque? Keep flossing! And brushing, and using mouthwash, and going to the dentist\u2026)<\/p>\n\n\n\n<p><strong>Ready to get started?<\/strong> Download our <a href=\"https:\/\/www.managementcenter.org\/resources\/hiring-rubric-starter-kit\/\" target=\"_blank\" rel=\"noreferrer noopener\">template and samples<\/a>!<\/p>\n\n\n\n<p><strong>If you\u2019re hungry for more hiring advice, <\/strong>Chapter 6 of our book <a href=\"https:\/\/www.managementcenter.org\/our-book\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Management in a Changing World<\/em><\/a> has you covered.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Use hiring rubrics to mitigate bias in your assessments of candidates. This article shares tips for how to create and use rubrics.<\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[35,40],"collection":[],"class_list":["post-6404","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-equity-and-inclusion","topic-hiring"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Mitigate Bias in Hiring With a Simple Rubric - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/mitigate-bias-in-hiring-with-a-simple-rubric\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Mitigate Bias in Hiring With a Simple Rubric - The Management Center\" \/>\n<meta property=\"og:description\" content=\"Use hiring rubrics to mitigate bias in your assessments of candidates. 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