What is Interview Bias and How to Avoid It

What is Interview Bias and How to Avoid It hero image
When it comes to hiring the right person, there can be a lot of stress involved in the recruitment process. From sifting through CVs to getting through assessments and reports to track down the ideal candidate. This is compounded by the fact that in the past you might have missed out on the perfect candidate because of something called interview bias. 
We all carry some biases in our subconscious, and interview bias is no different. It can make hiring the correct campaigner more difficult because interview bias can interfere with objectivity and cloud the judgment of the person being interviewed .
In this guidebook we are going to take a closer expect at interview bias, understanding what it is, the different types of consultation diagonal and how to reduce it when it comes to making hiring decisions.

What is interview bias?

Interviewer diagonal is where the expectations or opinions of the interviewer interferes with the judgment of the interviewee. This can either affect the result positively or negatively and that these preconceptions can both consciously and unconsciously influence sagacity .
For exemplar, an interviewer may decide that the campaigner wasn ’ t a good fit for the organization because their handshake wasn ’ deoxythymidine monophosphate solid enough at the start of the interview or that not enough eye contact was made when answering questions. These are extreme point but very common types of negative outcomes in interview bias .
Another form of bias may be that the interviewer feels some sort of affinity towards the interviewee because they like the same football team or share a similar luff of horizon. It ’ south significant to note that some interviewees will answer questions in a manner that is to please the interviewer, clouding that bias further .

Understanding interviewer bias

Interview bias can exhibit in unlike ways, not least when the interviewer uses lyric in the questions that exhibit biases or talk about subjects that would be geared towards more personal choices quite than the role itself. For example, the interviewer may talk about what has recently happened in the news – unless you ’ re interview for a newsworthiness organization, this is loaded with bias as the answer given may result in a kind of different responses .
Of run, interviewer bias can besides be ascribable to body linguistic process, facial formula etc. These are preconceive notions that have arisen through years of exploitation in the interviewer and whilst many would consider themselves to have little bias, that is always rarely the case. After all, we are all human, we will develop these ideas over prison term and we are all national to it .
The biggest point to note is that interview bias refers to how responses from participants are affected by aspects of the interviewer. From a handshake to the opinions on a particular area of refer, how the interviewer sees those things can make or break the chances of the person being hired – all because the interviewer sees it differently .

Types of interview bias

There is not good one type of interview diagonal, there are plenty and whilst we have covered just a few in the former sections, it is a good idea to understand merely what those types of biases are .
We are going to take a closer count at the different types of interview bias and uncover more in each one .

Stereotype bias

This is a generalize impression about a group of people where the interviewer has a obscure judgment of the candidate based on their social category and not the skills or competencies of the interviewee. It could be that the position requires longer working hours than convention and if there are childcare commitments, a female candidate may be excluded before the interview stage. other examples of pigeonhole bias include :

  • Elderly people
  • Disabled people
  • Rich people
  • Gender for the role  (i.e. a man can’t be a receptionist)
  • Poor people

Confirmation bias

confirmation bias is something we are all guilty of. In the case of recruitment it is when the interviewee is asked questions to confirm or elicit responses that support the preconceived notions about a finical candidate. This ultimately means that the interviewer is entirely concerned about confirming an idea that they have of the candidate either from a bias that comes from a CV or application or from the consequence that the interviewer meets the candidate and another shape of bias may have crept into the consultation stage. ]

Social desirability bias

Social desirability diagonal or cultural noise bias as it can differently be called is when the interviewee changes their answers so that they are more desirable from a cultural perspective quite than expressing their own true thoughts .

Recency bias

recency bias can occur when the interviewer bases their assessment on late events and not over a broad period of time. Therefore memories of the most holocene interview candidates are stronger. It is sometimes called, contrast impression bias – wherein interviewers compare candidates with the preceding interviewee .

Gender and racial bias

Gender and racial diagonal are pretty self explanatory. In short, this is when the interviewer will either hold a general watch about a certain gender or rush or that the character is not desirable for either because of preconceive ideas and notions. It is critical that no interviewer should be influenced by bias from both a moral point of view and a legal one equally well .

Similarity bias

similarity diagonal is when interviewers and candidates may discuss hobbies they share or display similar traits in an interview. Hiring decisions based on these similarities preferably than a candidate ‘s qualifications may be the result of similarity bias .

Nonverbal bias

Both interviewers and interviewees communicate in a non-verbal manner through body terminology and eye contact as well through verbal communication. When an interviewer focuses more on the gestural aspect rather than the skills of the interviewee this is known as nonverbal bias .

Halo bias

This refers to when one unmarried characteristic overshadows all the early ones for the interviewee. For case this could be where the campaigner went to educate or in some cases it could be how commodity looking they are. This will give the interviewee an idea that is cocksure about all the skillsets of the candidate quite than just one area .

Horn bias

This is in effect the opposite to the halo bias. For exercise this could be where the candidate may spell something falsely on their CV giving the interviewee an theme that is negative about all the skillsets of the candidate preferably than barely one sphere.

How to reduce bias in interviews

There are many types of bias that we have discussed, however, it is evenly crucial to understand that removing bias from the interview process helps interviewers to correctly identify the best candidates and be objective .
How can interviewers remove bias from the consultation march ? here are some suggestions :

Use an interview guide

This is a document that is put together to help provide a structure for the interview process. It helps keep both the interviewer and the organization interview in a coherent and compliant manner which should help all candidates get the same treatment at interview .
furthermore, this will help interviewers know what to ask and in what regulate, so as to help provide the same campaigner experience for all applicants. Whilst the questions may change based on the diligence or requirements for the caper, an interview guide can be used to help candidates for a function be treated equally .

Use standardised questions and scoring criteria

Using standardize questions and a seduce criterion removes many different kinds of diagonal from the interview serve. You can develop a score organization but then this needs to be standardised across each interview. By doing then, you bring clarity to the decision making summons based entirely on the information you have from the interview over early likely charm decisions .

Provide interviewer training

Interviewers must have trail on equality and diverseness, including how to avoid their own unconscious biases. not only will this help to minimise the impact of hidden intolerances and prejudices but it will besides provide a fair system for all the candidates being interviewed .
aim should include things such as :

  • How to avoid asking irrelevant questions that can lead to a bias being made on the character of the person
  • Recognising how assumptions can be made about applicants
  • Keeping an impartial and open mind and not focusing on things such as looks or body language to affect the evaluation of the candidate

Use anonymised skills based testing

Where possible, you can keep many aspects of the campaigner choice anonymous. For example in a skills assessment, you can remove the potential for bias and aid recruitment in decision cause by removing things such as appoint, date of birth and even ethnicity from the records. Keeping this information anonymous allows you to thoroughly assess the skills of the campaigner without colouring any judgements .

Use multiple, diverse interviewers

We are of course all naturally biassed. What this means is that we need to remove bias at unlike stages of an interview process, and in some cases use more than one method acting to help do this. One room to do this is to use multiple interviewers so that the likely for bias affecting the consultation process is reduced .
person will have less bias in one area than another and frailty versa. By opening up the pond of interviewers, you are allowing for more skills to shine through .

Take notes throughout interviews

real-time note taking helps minimise the casual of bias. Why ? Because notes after the meet can be tinged with opinions or ideas about the campaigner which has no invest in the decision make process. Keeping accurate records throughout the interview will help to identify the skills and competencies of the candidate in a clear and concise manner, removing diagonal along the way .

Minimise unrelated discussion

Whilst there is always board for a bit of little talk to help the campaigner feel at ease and at base with the summons, making that little talk the subject of conversation can contribute towards bias in the interview.
Being able to keep the small talk, belittled is substantive. This is where sticking to a script and using a marking method can help with the development of the consultation process and limit the level of electric potential bias .

Use an assessment matrix

You can use an appraisal matrix to help identify a candidate based on a number of different criteria, and all without any form of diagonal creeping in. From occupation description, person specification and the agree system of weights given to each criterion, an interviewer will ensure that all applicants are assessed objectively, and entirely on their ability to do the caper satisfactorily .
This will help to ensure that every lease decisiveness is based on reason and testify, preferably than opinion and likely discriminatory bias .

Recruit broadly

Where you get your candidates from can easily influence the kind of bias that some may have compared to others. For example if you ’ re lone getting candidates from a job board, it may be worthwhile opening up the application process from a job fair or going to higher education establishments and recruiting from there. This will open up the variety of candidates from different areas to help your interviewers get the most broad range of candidates from different areas which in act will provide a less bias based evaluation of the interviewee .


Interview bias refers to how responses from participants are affected by aspects of the interviewer and when done in such a manner, it can lead to interviewers making a bad decision over who should or who shouldn ’ deoxythymidine monophosphate be hired.

We are all biased and the interview stage has many unlike forms which can affect choice of a bang-up campaigner. Being able to limit these biases from the interview work is essential in keeping the administration more responsive to a better cultivate of candidates for long condition success .
The Thomas Recruitment Platform allow candidates to be evaluated reasonably, freely and without bias from the information provided interfering in their lotion. It can besides aid your administration in the growth of rate based questions and analyze results to help make hire decisions easier. specifically, the interview guide is dynamically generated for each individual that takes our assessments, and gives you suggested questions to ask in the interviews based on the traits and aptitudes that you define as most authoritative for the function. Using these questions in an interview, you can in truth get to the heart of each interviewee and understand more about their personality and behavior than you would from a standard consultation .
If you would like to know more, please talk to one of our team .

source : https://gauday.com
Category : interview

We will be happy to hear your thoughts

Leave a reply

GauDay Crypto news and market tracking in real time
Enable registration in settings - general