Unfortunately, interviewer bias is very much a real thing. Whereas promoting or hiring from within may seem to abstain from such a thing, it leaves those trying to work their way into a new firm in quite a difficult situation.
Regardless of the first impression a candidate makes, the interviewer or hiring manager will be looking for facts to justify you as a strong or weak candidate. And although interviewers have been trained to make interviews as efficient as possible – biases are a gray area that are often overlooked.
And to make things even more complex, at times hiring managers can prefer candidates that share similar interests and qualities to them. And when there is a pool of potential hires competing for the same position, this can become incredibly frustrating.
So how can you prevent interviewer bias? Well, here are some ways…
Can they do the job?
One of the most important tactics to use is to keep the job first and foremost in mind. Remember, it’s about the potential hire being able to successfully perform the work – not solely having every skill listed on the description. A candidate’s eligibility to excel in a role should not be judged by your first impression of them, but by their past work experience.
Use first impressions at the end
At times we use first impressions to immediately determine if a candidate is a good fit or not. Instead of assuming this at the beginning, use this towards the end. First impressions can be both alluring and misleading, so do not be tempted to make a decision so early on.
Question your logic
So you like a candidate – why is that? Is it because they’re genuinely qualified and would make a great fit, or do they just have a lot in common with you? Ask yourself this with the candidates you find yourself having strong opinions towards, and make sure to keep an open mind. A little bit of skepticism makes for a healthy interviewing process.
Be consistent when interviewing
Make sure to ask all candidates the same questions to keep each interview consistent. Listen closely and carefully to each response and hear all the evidence before assuming they are or aren’t a good fit. It is highly recommended to have scripted questions on-hand, so you can reduce going off-script and responding emotionally. You can check out our blog on Questions to Ask Potential Employees when developing your list.
Phone interviews first
Although it might feel more personable and easier to assess a candidate in-person, consider conducting a phone interview at the beginning of the interviewing process. Doing so will minimize or eliminate the visual portion of bias.
Get your team involved
Instead of conducting one-on-one interviews, organize a panel of 2-3 people. This will aid in reducing bias by having a small group of people assigned to different roles.
Every interview you conduct should give the candidate a chance to put their best foot forward. Do not hinder their success by letting interviewer bias get in the way. Use these tips to minimize the impact of bias and misconception.