By Christina Ranasinghe
March 06, 2018
In order to hire the best possible talent, organizations must strive to have a fair and inclusive hiring process. One key element of the hiring process is the interview. Interviews allow the hiring team to meet, connect with and evaluate candidates. Creating a fair interview process can be more difficult than most organizations realize.
We all have implicit biases (whether they are slight or strong) that affect the way we view and interact with the world. Due to these biases, organizations should actively work to create an interview process that helps to counter and remove the impact of potential interviewer biases.
The first step in addressing interviewer bias is understanding its most common forms. Below are four common biases that can affect interviewers:
Once common biases are identified and understood, an organization can put into place a variety of simple process improvements to help minimize the impact of these biases. Reviewing your current process and making pointed updates will also help demonstrate to hiring managers and interviewers that your organization is committed to fair hiring practices. Some process improvements to help counter bias include:
While we cannot eliminate bias altogether, being aware of potential biases and implementing practices to avoid them in the hiring process are a necessity for organizations looking to hire the best candidates for their positions.