You're conducting candidate interviews. How do you eliminate bias from your evaluation criteria?

You are biased but then, so am I. First step is to acknowledge that everyone has them whether consciously or unconsciously Few easy steps that can help foster a more equitable hiring process are: 1. Standardise interview process 2. Focus on skills and experience 3. Inclusion of diverse recruitment panel 4. Train the interview on identifying and mitigating their own unconscious biases

Having interviewers from diverse backgrounds and different departments, and levels within the company can provide a broader and different range of perspectives, making it less likely for individual biases to dominate the evaluation process Establish a feedback loop where interviewers can discuss and reflect on their decisions post-interview. This practice encourages transparency and accountability, allowing for constructive criticism and the opportunity to identify any potential biases that may have crept into the evaluation process. By regularly reviewing and discussing how candidates are assessed, you can continually rephrase your approach to ensure fairness

Train your team and raise awareness around bias and unconscious bias and keep training. Use an assessment tool to help standardise your process this will remove bias from using CV's. We all have some form of bias so try and have more than one person involved in the process for different opinions and views and try to have people from different backgrounds involved. Think about the information you collect at the beginning of the recruitment process, if you are gaining information that enables you to be bias then maybe it should be removed to start with.

Recognizing bias involves self-awareness and proactive measures. Reflect on your own beliefs and acknowledge that biases exist. Participate in unconscious bias and diversity training to understand common biases like affinity bias, confirmation bias, and the halo effect. Examine past decisions for patterns that suggest bias and seek feedback from colleagues to identify blind spots. Use clear, objective evaluation criteria and involve diverse team members in decision-making processes. Be mindful of first impressions and question initial reactions. Regularly engage in these practices to effectively recognize and mitigate bias in your evaluations.

Controlling bias in the interview process in an intentional and crucial step in the process to ensure equitable hiring practices. There are several steps you can take to achieve this, here are 2 I recommend. 1. Have defined interview guides created for each step in the hiring process. Make sure each question speaks to components of the position and make sure you are asking the same questions to all candidates you screen. You want to create a repeatable process. 2. It is important to stick to the facts, and not feelings. It is common to hire based off a gut instinct, but your gut could be influenced by unconscious bias. Make sure you are evaluating each candidate based on the criteria of the position and how their experience aligns.

Structured interviews ensures consistency and fairness in the evaluation process. This method reduces the risk of unconscious bias influencing the assessment since every candidate is measured against the same criteria. In my experience, this approach not only helps in making objective comparisons but also allows for a more straightforward and transparent decision-making process. Additionally, structured interviews often include behavioral and situational questions that provide deeper insights into a candidate's competencies and cultural fit. By combining structured interviews with other strategies like recognizing bias, scoring consistently, and involving diverse panels, we can enhance the fairness and accuracy of their hiring process.

By following a structured interview pattern with clear evaluation criteria (level, scale, depth and breadth) and standard set of questions, the assessment can be unbiased.

Use a standardized set of questions for all candidates based on job-related criteria. This ensures consistency and minimizes the influence of personal biases. Include a diverse panel of interviewers who can bring different perspectives and reduce the impact of individual biases.

We love being structured when conducting interviews. We choose either competency-based interview or case-based interview, where all the assessment criteria are predefined. Of course an interview might have its own flow depending on the candidates but you need to make sure that you can assess all the required criteria based on the data you have collected during your conversation with the candidate.

Scoring is always subjective. However, having a benchmark (a top candidate or at least an image of a top candidate) makes everything easier. You can even assess somebody from your organization against a pre-agreed competency model to understand what good looks like. If you do it properly, it will be extremely easy to map candidates against one another.

Pontua??o consistente é fundamental para eliminar o viés dos critérios de avalia??o. Utilize uma escala padronizada e objetiva para avaliar cada candidato com base nos mesmos critérios. Treine os entrevistadores para garantir que todos apliquem as mesmas métricas de forma justa. Além disso, promova discuss?es entre os entrevistadores para alinhar entendimentos e minimizar interpreta??es subjetivas. Com uma abordagem rigorosa e transparente na pontua??o, você promove um processo de sele??o mais justo e baseado em mérito.

Viés de avalia??o de candidatos é igual gosto musical ruim, você deve manter em sigilo e nunca expor para ninguém. Guarde apenas para você!

Scoring consistently in structured interviews involves using a predefined rubric to evaluate candidate responses. Each response is assessed against specific criteria, ensuring that all candidates are measured by the same standards. This consistency reduces subjectivity and bias, leading to fairer comparisons. Train interviewers on the scoring system to promote uniformity and mitigate personal biases. Regularly review and adjust the rubric based on feedback and outcomes to maintain its relevance and effectiveness. Consistent scoring enhances the credibility of the hiring process and supports data-driven decision-making.

A rubric should indeed cover the specific requirements and competencies of the job; and I encourage folks to align those rubrics / questions around the organizations' values. So, instead of looking at "cultural fit" amongst the team, it's about finding alignment in interests across. So - does your org value innovation? What skills may be necessary? For example, risk taking. Do they consider internal and external pressures ensuring the organization is protected while taking informed risk? Are they willing to take responsibility and learn and grow from the experience?

Diversity is a good thing to do, however, you must always remember that the process needs to be efficient and not overloaded with extra steps. Normally, it is enough to have three opinions to decide on the candidate. However, for some cases we attract external experts as well as assessors from other departments to have more opinions to balance the final result.

Diverse interview panels consist of individuals from various backgrounds, experiences, and perspectives, which enriches the hiring process. This diversity helps mitigate biases, as panel members can challenge each other's assumptions and provide a broader range of viewpoints. It fosters a more inclusive environment, making candidates feel valued and understood. Additionally, diverse panels enhance decision-making by incorporating multiple perspectives, leading to better evaluation of candidates' qualifications and fit. Ultimately, this approach supports equitable hiring practices and reflects an organization’s commitment to diversity and inclusion.

Diversidade de Avaliadores: Inclua avaliadores de diferentes origens, experiências e perspectivas para equilibrar potenciais preconceitos. Treinamento em Viés: Ofere?a treinamento sobre viés inconsciente para todos os membros do painel de entrevistas

Diverse interview panels from diverse backgrounds and departments offer a broader perspective, reducing individual biases and enhancing the employer brand by signaling a commitment to inclusivity.

Indeed, one of the most important skills that we train in our team is critical reasoning. Oftentimes, it is very hard to tell if a candidate is a real star or just pretends to be one. Applying common techniques like STAR methodology and competency based interviews paired with expert interviews as well as multiple opinions of the interviewers from within the organization will help to for a clearer picture on the candidate.

continuous training for interviewers is crucial for raising awareness of biases and refining assessment skills. Regular workshops and training sessions on topics such as unconscious bias, effective questioning techniques, and structured interview methodologies enhance interviewers' competencies. This ongoing education fosters a culture of fairness and inclusivity, ensuring interviewers remain informed about best practices and evolving standards. By reinforcing these principles, organizations can enhance the consistency and effectiveness of their hiring processes, resulting in better candidate experiences and more equitable outcomes.

Diverse interview panels from diverse backgrounds and departments offer a broader perspective, reducing individual biases and enhancing the employer brand by signaling a commitment to inclusivity.

Post Interviewed Debrief is one of the important process to be done after the interview process. Every interviewer must present their ratings for all of candidates and a reason behind the scoring.

Implement a feedback loop for interviewers to reflect on their decisions, promoting transparency, accountability, and identifying potential biases, thereby refining the assessment process for fairness and objectivity.

To eliminate bias in candidate interviews, use structured interviews with standardized questions for all applicants. Avoid irrelevant personal questions and focus strictly on job-related skills and experience. Implement blind resume screening to mask identifying information that could lead to bias. Use diverse interview panels to bring varied perspectives. Evaluate candidates based on clear, pre-defined criteria and avoid making decisions based on gut feelings or stereotypes. Regularly review and adjust your process to ensure fairness and inclusivity.

Pour ma part, je laisse le candidat raconter son histoire pro. Je suis dans la peau de l'entreprise pas du recruteur à ce moment là et ce n'est pas mes affinités qui ressortent, mais les attentes de l'entreprise et du candidat. La réussite d'un recrutement s'est bien évidemment le matching de l'entreprise et du candidat. Il est donc primordial de laisser ses préjugés de c?té et d'aller chercher chez le candidat ses attentes en vue d'avoir les mêmes priorités chez le client. Leur de la restitution le pov du recruteur peut être demander en cas de doute ou de questions. Et je me réfère plus à mes expériences en proposant plusieurs scénarios en évitant de catégoriser le candidat.

Rising trends with submitting a video response to initial screening questions, when it's also 'on the spot' and timed, could unfortunately reintroduce bias at the beginning. Candidates who need time to reflect on questions, or are more introverted, or speaking in a 2nd or 3rd language, or socially disadvantaged. Many reasons. Advocate for inclusion and removing bias at all steps.