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How can you use a structured interview process to reduce unconscious bias in hiring?

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Unconscious bias is the tendency to favor or reject candidates based on stereotypes, assumptions, or preferences that are not related to their skills, qualifications, or potential. Unconscious bias can affect hiring decisions and lead to a lack of diversity, inclusion, and fairness in the workplace. One way to reduce unconscious bias in hiring is to use a structured interview process, which involves asking the same questions to all candidates, using objective criteria to evaluate their answers, and involving multiple interviewers with different perspectives. In this article, we will explain how to design and implement a structured interview process that can help you hire the best talent for your organization.

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1 Benefits of a structured interview process

A structured interview process has several benefits for both employers and candidates. First, it can increase the validity and reliability of the hiring process, as it reduces the influence of subjective factors, such as personal impressions, emotions, or biases, that can distort the assessment of candidates. Second, it can improve the consistency and transparency of the hiring process, as it ensures that all candidates are treated fairly and equally, and that the expectations and criteria are clear and communicated in advance. Third, it can enhance the diversity and inclusion of the workforce, as it allows candidates to showcase their skills and abilities, regardless of their background, identity, or appearance.

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2 Steps to design a structured interview process

Before conducting a structured interview, it is important to design it carefully and align it with the goals and requirements of the job. This includes defining the competencies and skills essential for the job, writing clear and specific behavioral questions to measure each competency or skill, creating a scoring system or rubric that assigns points or ratings to each question, and deciding how many interviewers will be involved. Behavioral questions should ask candidates to describe how they handled a specific situation in the past, rather than hypothetical or general scenarios. The scoring system should be objective and consistent, avoiding vague or subjective terms. It is best to have at least two interviewers from different backgrounds, departments, or levels to increase the diversity of perspectives and reduce individual bias. Each interviewer can either be assigned a specific set of questions or asked to ask the same questions to different candidates.

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3 Tips to conduct a structured interview process

Once you have designed your structured interview process, you need to conduct it effectively and professionally. To ensure fairness and accuracy, prepare yourself and the candidates before the interview. Review the job description, the questions, and the scoring system. Inform the candidates about the format, duration, and expectations of the interview. Follow the same script and order for each candidate, asking the same questions in the same way and order. Use the scoring system or rubric to evaluate each answer as soon as the candidate finishes answering a question. Compare and discuss the scores and feedback with other interviewers after interviewing all candidates. Review the scores and feedback that each interviewer gave, looking for any discrepancies or disagreements. Discuss reasons behind your scores, trying to reach a consensus or compromise. If possible, use a weighted average or a formula to calculate the final score for each candidate.

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Berthine Crèvecoeur West, MA, EMBA, CDE?

CEO | MBE Certified | Head of Business Development & Strategy | Speaker | Fractional CDEO | Certified Diversity Executive (CDE)? | Author | Recipient of the 2024 Presidential Lifetime Achievement Award
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In my experience, Although interview scenarios and questions used in the traditional interview paradigm do have their benefits (insofar as providing a consistent data set across the board for every candidate), consider asking questions that are less structured and open-ended for, at least, a part of the interview. This will provide the candidate with an opportunity to potentially share some meaningful insights that might otherwise not occur.

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4 Challenges and limitations of a structured interview process

A structured interview process is not a perfect or foolproof solution for reducing unconscious bias in hiring. It has some challenges and limitations that you need to be aware of and address, such as the time and resources required to design and implement valid and reliable questions, scoring systems, and interview protocols, as well as to train the interviewers on how to use them. Additionally, it can be rigid and inflexible to adapt to different situations or candidates, potentially excluding or disadvantaging those with different styles, backgrounds, or experiences than the norm. Furthermore, it can still be influenced by subtle or implicit bias, so you need to be mindful of your own assumptions and preferences that can affect your perception or interpretation of the candidates' answers. Moreover, there is potential for bias or discrimination from the design or wording of the questions, the scoring system, or the interview environment.

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5 Best practices and recommendations for a structured interview process

In order to make the most of your structured interview process and reduce unconscious bias in hiring, you should combine it with other assessment methods or tools, such as resume screening, tests, simulations, or references. Additionally, you need to review and update your structured interview process regularly, collecting and analyzing feedback and data from candidates and interviewers to identify any issues or gaps. Furthermore, you should educate yourself and the interviewers on unconscious bias and how to avoid it. It is also important to create a culture of diversity, inclusion, and fairness that values different perspectives and experiences.

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Berthine Crèvecoeur West, MA, EMBA, CDE?

CEO | MBE Certified | Head of Business Development & Strategy | Speaker | Fractional CDEO | Certified Diversity Executive (CDE)? | Author | Recipient of the 2024 Presidential Lifetime Achievement Award
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I agree. I would also like to suggest that having candidates meet with underrepresented employees during the interview process allows the candidate to not only potentially see a reflection of themselves, but more importantly for them to see that differences matter to your company. However, it is important for you to keep in mind that having various unrepresented employees participate in the process is the key factor and not just the same employee in multiple interviews. This also allows the employees that are actively engaged in the interview process to know they are valued within the company.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use a structured interview process to reduce unconscious bias in hiring?

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1 Benefits of a structured interview process

2 Steps to design a structured interview process

3 Tips to conduct a structured interview process

4 Challenges and limitations of a structured interview process

5 Best practices and recommendations for a structured interview process

6 Here’s what else to consider

Cultural Competency

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How can you use a structured interview process to reduce unconscious bias in hiring?

1

2

3

4

5

6

1 Benefits of a structured interview process

2 Steps to design a structured interview process

3 Tips to conduct a structured interview process

4 Challenges and limitations of a structured interview process

5 Best practices and recommendations for a structured interview process

6 Here’s what else to consider

Cultural Competency

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