4 Strategies for Avoiding Bias in Interviewing
4 Strategies for Avoiding Bias in Interviewing

4 Strategies for Avoiding Bias in Interviewing

Interviewing is clearly one of the most important steps in the recruiting process, but it also creates situations where employers may be swayed by factors that aren’t relevant to the candidate’s fit for the job. For instance, the interviewee that is the most fun to talk with, happens to share the same hobbies as you, or appears to have the nicest wardrobe, may not be the best fit for your culture or the position. So how do you avoid falling into this trap? Here are four strategies for avoiding the influence of your biases.

1. Stick to a Structure

Start by asking every candidate the same interview questions. You may be tempted to cut the interview short if you feel sure you definitely will or will not hire a certain candidate, but try to give each interviewee a fair chance. Respect everyone enough to give them their allotted time, and you may be surprised.

2. Ask for Examples

During the interview, ask for examples of projects the interviewee has worked on that are similar to the responsibilities in the position, or that use similar skills and abilities. Ask how they’ve approached relevant situations and tasks in the past. Through the anecdotes a candidate shares, you can assess their abilities and experience from a different angle than what you see on their résumé.

3. Match the Job and Candidate

As opposed to determining whether you just "like" a candidate, which opens the doors for personal biases (unconscious or not), compare the interviewee to the job position. Do they measure up? Think about your company’s values and culture. Is that the kind of environment the candidate is looking for too?

4. Be Aware and Reassess

One of the most important parts of avoiding bias in interviews is to be aware. Be aware that you might have unconscious biases and start to recognize them. You may go into the interview with ideas about the candidate based on their résumé, references, and your intuition, but halfway through, take a step back and reassess. What were your assumptions? Do they seem unfounded now? Are your personal preferences affecting your ability to assess the candidate’s potential effectiveness in the position?

Overall, keep your company’s core values (and your standard questions!) at the forefront of your mind while interviewing, and remember that diversity in the workplace is good for the bottom line. For more information on how to streamline interviews, check out Paycor’s Recruiting and Hiring solutions. Already have the perfect candidate in mind? You might like our 90-day onboarding checklist.

Source: Recruiter.com

More to Discover

BUILD Web Summit - Build an Intern Program to Scout New Talent

BUILD Web Summit - Build an Intern Program to Scout New Talent

Join us as Shayna Royal, Senior Recruiting Manager at Paycor, provides best practices of creating an intern program to keep your pipeline of quality employees full. Speaker: Shayna Royal Shayna Royal has 9 years of combined experience in recruiting and higher education. She has married her expertise in recruiting and college student development by building and growing campus recruiting programs that help students realize their potential and apply what they’re learning in the classroom while building a pipeline of exceptional talent for the business.

BUILD Web Summit - Build a Compliant Interview Process

BUILD Web Summit - Build a Compliant Interview Process

Join us we take a deep dive into an often overlooked topic, how to maintain recruiting compliance during the interview process. We will discuss the questions to ask, red flags and what to do during the interview to reduce your legal risk. Speaker: Katharine C. Weber Ms. Weber is a Principal in the Cincinnati, Ohio, office of Jackson Lewis P.C. She has successfully assisted countless clients in handling their labor and employment issues in both Ohio and Kentucky. She has experience litigating wrongful discharge cases; managing discrimination cases; negotiating collective bargaining agreements; representing employers before the Equal Employment Opportunity Commission and other federal, Ohio and Kentucky agencies; advising management on...

Winning the War on Talent

Winning the War on Talent

Paycor and Gibson Present Winning the War on Talent Paycor and Gibson Insurance are teaming up to share research developed from thousands of organizations that lead to key pillars and a maturity model to help HR Professionals improve practices. Through the HR Center of Excellence, HR professionals can extend their reach and unlock their potential via professional advice, inspiration and action items that will help them make a difference in their organizations. This webinar will focus on the recruiting pillar and how HR leaders can effectively manage people to positively impact their organizations’ bottom line. Speaker: John Allen John is the Channel Partnership Director for Paycor where he focuses on delivering “Paycor value” to our...

EEO Compliance: Are You Prepared to File the Updated EEO-1 Report?

EEO Compliance: Are You Prepared to File the Updated EEO-1 Report?

On April 25, 2019 a federal judge announced a ruling that will require employers to collect 2018 employee pay data and hours worked by race, ethnicity and gender and submit it to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019. On May 1, 2019, the EEOC decided that they will collect 2017 pay data in addition to the 2018 pay data that was previously announced. The EEOC is expected to open the portal for employers to submit 2017 and 2018 pay data beginning on July 15, 2019. Note: Employers are still required to submit component 1 of the EEO-1 form by May 31, 2019. What are the new EEO-1 reporting requirements? The current EEO-1 form requires company employment data to be categorized by race, ethnicity, gender and...