Unconscious Bias in Recruitment training with actors!

Two actors. One specialist.
No role-play. And only 18 spaces. 

Through clever script writing, goose-bump inducing delivery and professional facilitation we bring the barriers to inclusive recruitment to life, and plan practical strategies to guard against different types of bias.

By the end of the Unconscious Bias in Recruitment Training with Actors programme you will:

  • Understand the ‘hows and whys’ of Unconscious Bias
  • Have reflected on the filters through which we view and interpret other people
  • Understand the importance of a robust recruitment process, what best-practice looks like, and have reflected on this in the context of their own practices
  • Know the difference between positive action and positive discrimination
  • Be confident to recognise when assumptions and stereotypes are influencing decisions, and to call it out
  • Recognise different types of bias that are most frequently observed in the recruitment / selection process, and have strategies to guard against them
  • Experience how micro-behaviours can influence the process
  • Take away practical know how to guard against unconscious bias in recruitment
  • Have tangible, positive actions to take back to the workplace and a commitment to help drive change


The Nature of Unconscious Bias
We start the session exploring what we mean by unconscious bias, why it occurs, and how it impacts on equity and diversity. Attendees reflect on their own experiences before we start to explore the impact of hidden bias in the context of recruitment and selection.


Introducing Three Barriers
We introduce three barriers to fair and inclusive recruitment: the process; assumptions and stereotyping; and micro-behaviours. As the programme unfurls and we experience the impact of letting best practice slide, participants build an actionable plan for tangible change.


Drama #1: The Recruitment Process
A robust process can help guard against the impact of unconscious bias. We take a whistle-stop tour of the recruitment process from advert to induction, before observing two colleagues working together on the recruitment for a new member of staff. Some of what we see follows best practice perfectly, and some does not. At the end of the scenario, participants take part in a fast-paced quiz to see who’s spotted all the mistakes. We take some time to reflect on the process in our own organisations and start to identify opportunities to build stronger barriers against hidden bias.


Drama #2: Assumptions & Stereotyping
This time, the two colleagues are discussing the scoring of candidates they have interviewed. They are under pressure to decide who is shortlisted to the final stage of the selection process but there is some disagreement regarding who that should be. It is the group’s responsibility to untangle the conflict, draw out the facts and help find a fair solution.

The group is split into virtual break out rooms, each with an actor still in character. Here they delve into why there is such disparity, coach the colleagues to find a solution, and make recommendations to prevent a similar situation from happening again in future.


Bias Blinkers
Using the Drama #2 scenario as a reference point, we dig deeper into the different types of bias than can affect our attitudes, behaviours and decision-making in recruitment including Comparison, Confirmation and Affinity Bias. The learning is wrapped up with action planning to identify some simple yet effective strategies that can be adopted in the workplace.


Drama #3: Micro-Behaviours
We will explore what micro behaviours are and how they can influence the candidate and their performance. How do we assess/judge candidates or communities as a result? How can we use micro affirmations to ensure a fair candidate experience? The actors perform a number of short, fast-paced scenarios to demonstrate those everyday micro inequities and how they impact, focusing particularly on our nonverbal cues that may appear small but can have a huge impact.


Action Planning & Intention Setting
The group share their planned actions with each other, and make a commitment for change

Please email enquiries@righttracklearning.com if you need us to raise an invoice. 


Don’t just take our word for it…


“I really liked the idea of using actors to bring alive a dialogue – to make it “real” for the people attending the session. I had no idea how it would work but the gamble paid off – I will certainly use RightTrack Learning again and would recommend them to others looking for such training – well worth the cost!”

Karen Oliver, Talent Acquisition and Development Partner, UCAS

“The standard of training, the content of the courses, the presentation quality, the thought behind everything RightTrack Learning does; the support and the way they make you feel as a delegate, is top drawer in terms of professionalism, knowledge, and service care, but ultimately everyone is left with a memorable experience and an immense sense of achieving something. Invaluable in progressing our careers or just making the day job easier.”

Margo Keys, Finance Director (previous), Enterprise Inns

“The actors that they use in the sessions to act out scenarios and the way they create an open an honest environment for the attendees to be able to participate freely with feedback is completely refreshing and innovative.”

Jennifer Crampton, Senior HR Business Partner, Catalyst Housing

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