Well-meaning individuals are often influenced unconsciously by their biases. Our subconscious becomes infected with biases because of either the personal experiences we have had with people or events or either information we glean from the books we read, stories we hear or the media and culture exposure.
These biases can be silent for a long time but they may spring into action in the interviewing or hiring process. Sometimes, interviewers make silent assumptions about a particular candidate, and these assumptions may have an impact on our judgment, either positively or negatively. The result of these biases might be a bad or wrong selection thus affecting how companies hire.
According to research, many hiring decisions are made in the first five to ten minutes of the interview with a candidate. The candidates qualifications does not affect these decisions. Rather, it is the first impressions that we have of the candidate that will determine if we hire him/her or not.
Interviewers may quickly sort candidates into groups, a process known as social categorization, and the downside of this is that this method may not be logical, modern or even legal.
Some common interview biases may include stereotyping, non-verbal bias, the halo or pitchfork effect and the most dangerous is the ‘like me’ syndrome.
These biases obviously influence the interview process and certain decisions, so it is imperative that we know the effects of biases on interview processes and why we need to eliminate them.
WHAT EFFECTS DO BIASES HAVE ON INTERVIEW PROCESSES?
It is very easy for us to accept someone who shares or has the same characteristics like us and that implies that we subconsciously reject one who differs from us in some ways.
Interviewers unconsciously let their bias’ come to play and ruin their chances of making the right decisions for the vacant positions in the company.
We may have thoughts like “Men are better leaders than women,” or “Nursing mothers may not fit into that particular place as much as a young lady will.”
Sometimes we even judge based on the clothes the candidate is putting on or our first impression of their demeanor. By this means, we may fail to identify the soft skills, intellectual capacity and determination towards the company that these individuals have.
Overall, interview bias may lead interviewers to make the wrong decisions in hiring candidates, which might lead to some problems in the long run.
WHY SHOULD WE ELIMINATE BIAS FROM INTERVIEW PROCESSES?
Elimination of deep rooted and unconscious bias from the interview process helps an interviewer to reduce the chances of hiring a candidate based purely on a preconceived notion about the candidate.
Sometimes, that candidate that does not appeal to us might just be the right person to hire based on their skillset set and not our preconceived notions of them. The survival and success of Company’s lie solely on the choices made during the hiring process. Change the bias attitudes, one mindset and interview at a time and open yourself up to an opportunity to grow and develop the diversity in your company.
I am president and owner of A. Solomon Recruits, a 100% minority, woman (WBENC and WOSB) certified search boutique that caters to finance, Fintech, Data Governance Management, Infrastructure Management, Information Technology and Cyber Security. Also as a coach of Cocktails & CareerTalk, I am a career catalyst, an impetus for professional change. I offer game changing, disruptive insight on executive search, career tips, advice as well as, real talk messages that will inspire, empower and create limitless pathfinding journeys. My goal is to make you continue to think, question and push your career boundaries. If you like my writings and would like to continue reading then like, comment and follow me: Facebook: https://www.facebook.com/asolomonrecruits/ ; https://www.facebook.com/Cocktails-Career-Talk-534763273361609/ Twitter: https://twitter.com/RealTalkRecruit https://twitter.com/CocktailsCTalk