Hiring Bias Check for a Process
Find places where unfairness can creep in.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Review our hiring process for bias risks. Process steps and materials: [PROCESS_DESCRIPTION]. Data we have (applicants and outcomes by stage, anonymized): [DATA]. Team composition: [TEAM_COMPOSITION]. Go through each stage (posting, sourcing, screening, interviews, decision, offer) and identify where bias could enter (similarity, halo effect, anchoring, confirmation bias, wording, referral networks). Output format: 1. Table: Stage | Risk | Evidence in our process | Fix | Metric to watch. 2. If data is provided: pass rate by stage and group = passed / entered, with the arithmetic for one stage. Only report gaps where each group has enough people to mean something (say the threshold you used) and say when counts are too small. Treat any gap as a prompt to look closer, not proof of discrimination. 3. The five highest-value changes (structured interviews, scorecards, diverse panels, blind screening, calibration meetings), each with an owner and a date. Anti-discrimination law varies; consult HR or counsel in [JURISDICTION] [VERIFY]. Make no claims beyond the data.
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