The Hidden Bias in HR & Finance Hiring (And How We Actively Tackle It With Clients)

In the Netherlands, as in many countries, a subtle yet pervasive bias often influences hiring decisions in HR and Finance. This phenomenon, known as mirror hiring, involves selecting candidates who resemble ourselves in appearance, background, or experience. While it may feel like a safe choice, this approach can inadvertently hinder diversity and innovation within organizations.

Recognizing the Patterns

Mirror hiring frequently manifests through:

• Overemphasis on specific educational backgrounds, such as prioritizing candidates from certain universities or those with experience at major firms.

• Narrow definitions of leadership qualities, expecting "gravitas" to align with traditional norms.

• Preference for "culture fit" over "culture add", leading to homogeneous teams.

These biases are often unintentional but can become ingrained, especially when companies are scaling rapidly and rely on quick judgments or gut feelings during the hiring process.

The Impact in the Netherlands

Recent studies highlight the extent of this issue:

• 55% of job applicants in the Netherlands have experienced discrimination during or after the application process, with factors like age, gender, and ethnicity playing significant roles.

• Only 20% of board members in the Dutch financial sector are women, and a mere 6% hold CEO positions. Additionally, individuals with non-Western backgrounds occupy just 5% of senior roles .

• 24% of candidates from ethnically diverse backgrounds report being rejected based on personal data, compared to 12% of native Dutch applicants .

These statistics underscore the need for proactive measures to address and mitigate unconscious biases in hiring.

Our Approach at JEK

At JEK, we are committed to challenging these biases and fostering inclusive hiring practices. Our strategies include:

• Inclusive Scorecarding: Collaborating with clients to develop evaluation frameworks that focus on skills and potential rather than traditional markers of success.

• Diverse Shortlists: Presenting candidates from varied backgrounds, experiences, and perspectives to ensure a rich talent pool.

• Highlighting Non-Traditional Talent: If the client is open to it, showcasing candidates who meet the role's requirements through unconventional career paths, bringing fresh insights and experiences.

We believe that exceptional HR and Finance leaders are not defined by a single mold. They are individuals who challenge norms, drive cultural evolution, and contribute to the organization's growth.

Beyond Recruitment: Strategic Partnership

Our commitment extends beyond filling positions. We partner with you to design and implement a comprehensive people strategy that aligns with your organization's future goals:

• Forward-Looking Talent Planning: Aligning recruitment with your company's long-term vision, funding milestones, and scaling objectives.

• Adaptive Talent Strategies: Continuously refining your talent acquisition approach in response to evolving business needs.

• Integrated Collaboration: Serving as an extension of your leadership team, providing insights and support throughout the talent lifecycle.

If you're aiming to build HR and Finance functions that reflect your organization's future aspirations rather than its past, let's connect and explore how we can support your journey.

Request your FREE shortlist here. Or get in touch here.