What sorts of strategies or measures have you put in place to minimize bias in hiring processes, especially for technical roles?

The first and most foundational step in hiring is understanding the specific needs of the role you're trying to fill; i recommend if one is hiring and the role is new to you, hiring an experienced consultant to draft the  Job description and support the assessment is money well spent. When hiring managers lack clarity on the required skills or the experience to assess them, it often reflects in a poorly crafted job description—leaving the process vulnerable to bias. Without a strong foundation at this step, even the most well-intentioned efforts downstream will struggle to effectively mitigate bias.  Imagine trying to hire for a role when you don't have a template of what a good candidate looks like (experience-wise + core competencies) 

Our hiring is set on a defined process.

We take 4 rounds - First 2 technical Expertise, 3rd on on Product Acumen and last one is on Cult Fit round.

Then we do a de brief with an external bar raiser who gives unbiased opinion after hearing to everyone.

 • Standardised questions and evaluation criteria are used to ensure all candidates are assessed on the same metrics, reducing subjective judgements.
 • Interview panels are composed of individuals from diverse backgrounds and perspectives to mitigate individual biases.
 • Hiring teams receive training to recognise and address unconscious bias in their decision-making processes.
 • Practical tests and technical assignments are prioritised to objectively assess a candidate’s abilities, minimising reliance on subjective impressions.
 • Job advertisements are crafted with inclusive and neutral language to attract a wide range of candidates and encourage underrepresented groups to apply.

To minimize bias in hiring for technical roles, I use a standardized pool of questions focused on core fundamentals rather than specific tools. I structure interviews to evaluate problem-solving skills and adaptability, rather than relying too heavily on familiarity with niche technologies. This ensures candidates with diverse experiences have a fair shot.
I also prioritize diverse representation on interview panels and use inclusive language in job descriptions to attract a wider range of candidates. While I haven’t seen resume anonymization widely adopted yet, I believe it’s a valuable practice that should be implemented more broadly across the industry to further reduce biases related to age, ethnicity, and gender.