In the healthcare industry, diversity and inclusion are paramount, not only for providing equitable patient care but also for ensuring an innovative workforce and maintaining a competitive advantage against other practices and systems. To get a practice closer to its mission and vision, medical employers must actively work to eliminate bias from their hiring process. Bias can affect decisions at every stage, from recruitment to selection, and hinder the goal of creating a diverse, high-quality team that will attract future graduates to your practice. Consider these ideas when reviewing your physician hiring process:
Awareness and Education
The first step in eliminating bias is recognizing its existence. Medical employers should provide training and resources to their hiring teams, educating them on the various forms of bias, including unconscious bias, affinity bias, and confirmation bias. Awareness empowers recruiters to identify and address bias in their own decision-making processes.
Standardized Evaluation Criteria:
Develop clear and standardized evaluation criteria for assessing candidates. These criteria should focus on the qualifications, skills, and experience required for the position, ensuring that assessments are based on objective factors rather than subjective judgments. Creating a standard scorecard or rubric is a great tool that can offer a quantifiable way to measure candidate performance in a consistent manner.
Diverse Interview Panels:
Create diverse interview panels that represent various backgrounds and perspectives within your organization. This diversity helps mitigate the impact of individual biases and ensures a more comprehensive evaluation of candidates.
Implement blind recruitment practices, such as removing names, addresses, and other potentially bias-inducing information from initial application reviews. This allows recruiters to focus solely on the candidate’s qualifications.
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Use structured interviews with predetermined questions and evaluation metrics. This ensures that all candidates are assessed consistently and objectively, reducing the influence of personal bias.
Diversity Goals and Accountability:
Set clear diversity and inclusion goals for your organization, and hold recruiters and hiring teams accountable for achieving these goals. Regularly review and assess hiring outcomes to track progress.
Inclusive Language in Job Descriptions:
Examine job descriptions for biased language and ensure they are inclusive and welcoming to candidates of all backgrounds. Language can inadvertently discourage underrepresented groups from applying. Replace gender-specific pronouns (plug in your job description here for suggestions), gender-coded terms, or anything that could mention race, origin, or religion.
Continuous Feedback and Improvement:
Encourage feedback from candidates about their experiences during the hiring process. Use this input to identify areas for improvement and enhance the overall candidate experience.
Establish partnerships with organizations and institutions that support diversity and inclusion in healthcare. Collaborate on recruitment initiatives and tap into a broader talent pool.
Eliminating bias from the medical hiring process is an ongoing commitment that requires diligence and a culture of inclusion. By implementing these strategies, medical employers can create a more equitable and diverse workforce that not only mirrors the communities they serve but also drives innovation and excellence in patient care.
If you’re looking for a physician to round out your team, connect with our dedicated consultants who have candidates ready to send your way.
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