What Recruiters Won’t Say Out Loud About Hiring Biases

The hiring process is supposed to be fair, but behind the scenes, biases—both conscious and unconscious—can still shape who gets hired and who doesn’t. While many companies have taken steps toward reducing hiring bias, outdated stereotypes and prejudices can still influence decision-making in ways that rarely get acknowledged.

To uncover the truth about recruitment bias, we spoke to recruiters who shared candid insights—anonymously—about the subtle and not-so-subtle ways bias creeps into hiring decisions. Their responses reveal how hiring biases form, how they impact candidates, and what’s being done to counteract them.

Hiring biases do exist

Bias in recruitment persists in ways that aren’t always obvious to job seekers. Some hiring biases are unconscious, while others are more deliberate. We asked recruiters whether these factors still play a role in hiring decisions—and their responses were revealing.

“Unfortunately, they do matter to the wrong companies. I’ve encountered both subtle and blatant biases in hiring processes. For example, I’ve heard directives about who to ‘push through’ to a live interview, with stereotypes like, ‘Women don’t want to get dirty,’ or ‘They can’t lift.’ While this happens less frequently now than 20 years ago, I’d estimate it still occurs at least 20% of the time.”

This is a clear example of how bias in recruitment still lingers, despite efforts to move toward a more equitable process. 

How job descriptions and screenings introduce hiring bias

Before a candidate even applies, bias can be embedded in job descriptions and resume screening tools. Artificial intelligence (AI) hiring bias is a growing concern, as many applicant tracking systems (ATS) and automated screening tools inadvertently reinforce existing prejudices rather than eliminate them. Additionally, the language used in job postings can unintentionally favor certain demographics over others.

“It’s painful to admit, but yes, biases can influence hiring. I’ve never received direct orders to apply them, but there have been moments where I’ve sensed subtle preferences. For instance, I’ve heard comments like, ‘We’re looking for fresh energy,’ which sometimes signals an unspoken preference for younger candidates.”

“In practice, these biases often creep in during the job description phase or initial screenings. That’s why, as a leader, I’ve prioritized building a recruitment process that emphasizes equity—blind resume reviews, structured interviews, and diverse panels. When I was recruiting, I always made it my mission to advocate for candidates who might otherwise be overlooked.”

This recruiter highlights how it often starts with resume bias, long before an interview even happens. The screening process itself may filter out candidates based on AI resume screening bias, resume ethnic name bias, or assumptions about cultural fit. By recognizing these biases early, companies can take steps toward uncovering unconscious bias in recruiting and interviewing.

Why AI recruiting bias is a growing problem

Artificial intelligence is often touted as a solution for eliminating bias in hiring. However, a 2023 research shows that AI reinforces biases rather than removes them. Algorithms trained on past hiring data may replicate the same discriminatory patterns, leading to bias in resume screening.

For example, some AI tools filter candidates based on factors like employment gaps, educational background, or even name bias. A 2024 study on resume name bias shows that applicants with traditionally ethnic names receive fewer callbacks than those with Anglo-sounding names, further perpetuating systemic hiring inequalities.

Companies looking to reduce hiring bias must carefully evaluate their screening and hiring practices for bias. Using AI without critical oversight can unintentionally exclude highly qualified candidates based on flawed historical data.

Steps recruiters can take to combat hiring biases

While hiring biases are deeply ingrained, recruiters and HR leaders can take proactive steps to minimize them. The key is recognizing that biases exist and implementing structured processes to counteract them.

Here are some strategies to reduce hiring bias:

• Blind resume reviews: Removing names and graduation years from resumes helps reduce unconscious bias in recruitment.

• Structured interviews: Standardized questions ensure all candidates are evaluated equally.

• Monitoring AI hiring tools: Companies should continuously audit their AI recruiting bias to prevent discrimination in applicant screening.

If you're a job seeker looking to navigate hiring biases and land an interview, read this next: How to Bulletproof Your Resume and LinkedIn Profile Against Hiring Bias