When crafting a job advert, it is important that recruiters focus on the skillsets and experience requirements of a candidate. And more importantly, when posting the job advert it is important to ensure that it is posted in places that will attract a diverse range of candidates.
Contrary to this advice, however, reports have recently emerged that Facebook is to pay £3.8million to civil rights groups, following accusations that the social media behemoth targeted job adverts at candidates who met certain characteristics irrelevant to the roles being advertised, and that some of these job adverts excluded particular ethnic minority groups. The alleged practice came to light after a number of unions accused Facebook of offering advertising tools that allowed employers to vet those whom their adverts would reach based on factors such as sex, race, family status, and disability.
One protesting union representative told The Telegraph: ‘This is a historic settlement, but we are still billing this as a first step because there are all kinds of ways that algorithmically-based formulas can perpetuate discrimination in our marketplaces… this fuels all kinds of inequalities which get picked up in data and that data gets used by algorithmic systems which perpetuate, manifest and reflect discrimination and bias that is complicit within our society.’ Facebook has since unveiled plans to prevent users from posting job adverts that discriminate against other users and consumers based on race, gender, sexual orientation and religion.
While this should be a clear lesson to recruiters when producing job adverts or selecting candidates to come for interview, it isn’t the only recent instance in which candidates have been ruled out of consideration as a result of discrimination. Last month, IBM came under fire for asking applicants to choose from a selection of racially incentive labels when describing their ethnicity.
Despite the fact that the introduction of technology to the legal recruitment process has boosted efficiencies in hiring, the above examples make it clear that it is still possible to engage in discrimination when looking for candidates. This being so, the Route1 team would like to take this opportunity to emphasise and promote the fact that our legal recruitment tools absolutely prevent the emergence of any kind of unlawful or unethical discrimination, and are designed to ensure that the best candidates are matched with the best recruiters, regardless of any other characteristics they may have.
Our clients, including a number of top City and international law firms such as Magic Circle member Clifford Chance, trust Route1 due to our commitment to the promotion of candidates based on factors such as qualifications, competence, and experience, thereby helping firms to defend against any possible allegations of hiring bias. We guarantee anti-discrimination blind hiring by providing anonymised candidate short lists, ensuring you remain just where you want to be – on the road to success.
Whether you are a candidate or a client, you can rest assured that your future is in safe hands with Route1, and that both our recruitment platform and our driving ethos categorically forbid any discriminatory practices.