How do you overcome bias in behavioral questions?

1 What is bias in behavioral questions?

Bias in behavioral questions is any factor that influences the interviewer's evaluation of the candidate's performance, personality, or potential based on irrelevant or inaccurate information. Bias can affect both the interviewer and the candidate, and it can have negative consequences for both parties. For example, bias can lead to hiring the wrong person, missing out on a qualified candidate, creating a poor impression, or damaging the employer's reputation.

2 Why is bias in behavioral questions harmful?

Bias in behavioral questions is harmful because it undermines the purpose and value of behavioral interviewing. Behavioral interviewing is based on the premise that past behavior is the best predictor of future behavior, and that candidates should be evaluated on how they demonstrate the skills and competencies required for the job. Bias, however, can distort the interviewer's perception of the candidate's behavior and prevent them from making an objective and evidence-based decision. Bias can also affect the candidate's confidence, motivation, and performance, and create a sense of unfairness and dissatisfaction.

3 How to identify bias in behavioral questions?

Identifying bias in behavioral questions is not always straightforward, as bias can be subtle, unconscious, or unintentional. However, there are some signs and indicators that can help you identify bias in yourself or others. These can include asking questions that are vague, loaded, or irrelevant; based on stereotypes or assumptions; inconsistent or unequal; and influenced by your own emotions, biases, or expectations. Additionally, you should be aware of the halo effect, the horn effect, the contrast effect, and the recency effect when interpreting answers - all of which can overemphasize or underemphasize certain aspects of the candidate's behavior.

4 How to avoid bias in behavioral questions?

To avoid bias in behavioral questions, you need to be aware of your own biases and prepare your questions ahead of time. Additionally, practice your questions and listening skills with a colleague or friend and get feedback on your performance. Here are some tips to help: use the STAR method to structure questions and answers, use the same set of questions in the same order for all candidates, use open-ended questions that allow the candidate to provide examples and details, ask tailored questions that measure the candidate's skills for the role, and use multiple sources of information to evaluate the candidate's behavior. Doing so will help maintain consistency and fairness while reducing external influences.

5 How to handle bias in behavioral questions?

Handling bias in behavioral questions is not always easy, but it is possible and necessary. If you encounter bias in behavioral questions, either as an interviewer or as a candidate, you should take action in a respectful and professional manner. As an interviewer, if you notice that you are being biased or that your questions are biased, you should apologize and try to correct it by asking a different or more appropriate question, or by clarifying or rephrasing your question. Meanwhile, as a candidate, if you feel that you are being asked a biased or inappropriate question, you should answer it positively while redirecting the conversation to your skills and achievements. If the bias is severe or persistent, both the interviewer and candidate should report it to the appropriate authority and document the incident with evidence of actions taken.