HRx Technology: Helping companies recruit the right human capital for their business
Wouldn’t it be great if job recruiters hired the same way “The Voice” finds their next superstar? Hire individuals based on skills and experience and rule out the unconscious biases of gender, race, or socio-economic status?
That’s what Wyle Baoween, CEO and founder of HRx Technology, has been trying to achieve in Canada. HRx is a Vancouver-based startup that provides technology services to help companies:
- limit unconscious bias within their hiring processes
- support diverse teams
- assist employers to recruit and retain the right talent
It all started when Baoween was in the job hunting process himself. Out of the 100+ resumes he sent out, he only got 1 call back despite graduating at the top of his class in the University of Victoria. Baoween was offered the job. And yet the experience left him wondering, why was it SO difficult for employers to notice his talent?
“I was top of my class [yet] I struggled finding my first job…Later, when I worked in recruitment, I saw first-hand what the struggles were. I saw really good people trying to find the best talent, but unfortunately the process itself is not very efficient. “
Is your hiring process hindering your talent search?
Our country and government might have a reputation for being inclusive, diverse and multi-cultural, but the data regarding employment and hiring gives an alternative story.
For example, a joint Ryerson/University of Toronto study found that job applicants with Asian names were less likely to get a call back for an interview. This was true even when they were more qualified for the job.
Baoween suggests it’s our innate unconscious biases, coupled with an ancient recruiting system that impedes organizations from finding the best candidates for the job.
“When people apply to your company, you will have to look at the process of applying. You might be kicking out people with a disability without even knowing. Women apply for a job when they are 100% qualified. Men apply when they are 50 – 60% qualified. So, when you post a job, you will have to know that that process by itself is bias.”
Diversity is good for business
While traditional recruiting methods and your unconscious biases could be hindering your company’s’ ability to find the right talent, Baoween suggests it could also be affecting your company’s bottom line.
“The impact of diversity on a company’s performance financially is proven. Companies that are racially diverse perform 35% better. Gender diverse organizations who have active senior leadership of women perform 15 – 20% better financially,” says Baoween.
Baoween is not alone. A 2015 study by Bersin by Deloitte showed that diverse companies had 2.3 times higher cash flow per employee over a three-year period than non-diverse companies did.
So what can companies do to mitigate their own unconscious biases? Baoween suggests three things:
- Be aware and understand of unconscious bias.
- Provide training to mitigate human biases.
- Be aware of systemic biases.
Living the Canadian Dream
Baoween is reminded of how fortunate he is to be in one of Canada’s start-up hubs, Vancouver. In Vancouver, 30% of start-up founders and entrepreneurs are immigrants.
“Before I came to Canada I was working in Saudi Arabia and believed there was no future for me. I wanted to change my career, my life, everything and I thought an MBA in Canada might open that door.”
Earlier this year, Baoween’s mother and sister, both refugees in Jordan, were accepted to come to Canada. After 6 years in Canada, a family and a thriving start-up, Wyle is excited to call Canada home.
To find out more about HRx Technology and Wyle’s entrepreneurial endeavours, listen to the full interview above.
Check out Wyle’s recommendations to counter unconscious bias:
- Take a Harvard Implicit Association Test to see just how biased you might be
- Learn how to manage unconscious bias through Facebook’s training videos or Google’s Unbiasing Guides