Recruiting Without Bias – The SIGA Application Process
Identified as an internal area for improvement, a strong focus has been placed on bias-free recruiting at SIGA since 2020.
Originally identified as an internal area for improvement, SIGA has placed a strong focus on bias-free recruiting since 2020. Over the course of several months, a dedicated project group worked on this process improvement during our SIGA Management Days. Following the principles of the Lean method, the recruitment process was further developed, standardized, and designed to be as objective as possible.
In 2020, the HR Management Team launched the new process with a few initial vacancies (pilot positions). Gradually, more roles and countries were included. By the end of 2021, all vacancies had been transitioned to the new recruitment process.
The Confirmation Bias
It only takes a few seconds to form a first impression of someone. Our brain unconsciously categorizes based on past experiences and makes assumptions about characteristics such as gender, origin, age, or other traits.
The problem is: there’s no second chance to make a first impression. You've already decided whether you feel sympathy or aversion.
Following that first impression, small moments of observation continue to shape how we make decisions. People naturally look for confirmation of their initial impression or expectations of the other person.
At SIGA, we invest significant time and resources into the recruitment process to objectively identify the right talent—avoiding missed opportunities caused by bias and minimizing the effects of confirmation bias.
Otherwise, unconscious bias can influence interview decisions. Without even realizing it, our brain makes snap judgments. If the applicant makes a good first impression, the interviewer may subconsciously look for reasons to like them even more—without having any real indication of their actual abilities.
This phenomenon is known as confirmation bias. It refers to the tendency to seek out and interpret information in a way that confirms our existing beliefs.
Employees in Focus
At SIGA, we aim to eliminate bias and avoid subjective decisions in the recruitment process. Our top priority is to ensure a genuine and fair assessment of each applicant. This way, we make sure that no opportunities are missed when it comes to attracting new talent.
In addition, SIGA aims to reduce special leavings. By making more targeted hiring decisions, we strive to prevent employees from leaving the company within their first two years.
Structure of the SIGA Recruitment Process
The process begins when we receive an application.
We select the applications we receive in a “one piece flow” process. This means that we do not wait days or even weeks to collect applications, but select each application immediately. This allows us to provide applicants with feedback within a few days. We make our selection based on clearly defined hard skills. Each application is also reviewed by the Executive Board.
The technical suitability of the applicant is then assessed in an initial interview. This is done using defined interview questions or case studies. This interview is always attended by someone who can assess the applicant's technical suitability – but never their future supervisor.
If the technical assessment is passed, the soft skills interview takes place. We call this interview the “4 SIGA Skills Interview.” Using a structured interview guide, each applicant (regardless of the position) is asked the same questions.
All existing and future SIGA employees should possess and exemplify the SIGA skills.
Objective Evaluation
The interview is recorded and transcribed. A panel of three people then receives the transcript and evaluates whether the SIGA Skills have been demonstrated. This decision-making panel is made up of a diverse group and makes its decision without having met the candidate. They don’t know the candidate’s age, gender, or background—they only have the transcript. This allows us to eliminate bias and make objective decisions.
Next comes the trial day, where the candidate, the team, and the future supervisor meet in person. The supervisor sees the candidate for the first time on this day and still has the option to veto the decision. If everything aligns, the hiring is finalized.
Why?
At SIGA, we make hiring decisions that are fair, consistent, and of the highest quality. We invest this effort to minimize special leavings, increase employee retention, and attract the best skilled professionals and leaders to SIGA.
Job Openings
Climate protection is in our DNA. 630 SIGA employees are passionately building airtight building envelopes that waste no energy. SIGA is a globally growing technology company. We conduct research, development, and production in the Canton of Lucerne, and provide training and sales in 23 countries. Here you can find our career opportunities:
Explore
Lara Pichler
Content and video specialist at SIGA in Switzerland.
Similar articles
