In itself this process can help to reduce bias, especially if those involved challenge each other to remain objective, and to repeatedly refer back to this criteria when making decisions about candidates.
Secondly, integrate some objective and unbiased assessment methods into the recruitment process, such as psychometric assessment.
Indeed, a large part of my role in providing assessment services to clients is to act as an independent and objective third party. After all, I have no vested interest in anything other than the ‘right’ candidate getting the job. Much to the surprise of many clients, I actually avoid other information about a candidate (e.g. their resume or LinkedIn profile) in the early stages of the assessment process, so that I can maintain greater levels of objectivity.
In my opinion, the role of an assessment provider is also to challenge a hiring manager’s thinking when they see bias occurring, with this forming another strategy for tackling unconscious bias. Be sure to take advantage of this by inviting constructive feedback on your decisions.
And of course, do what you can to better understand your own unconscious biases. To learn more about some of the potential biases that could be impacting your hiring decisions, it’s worth visiting implicit.harvard.edu and taking some tests – an experience which most people I know (including me!) have found very enlightening.