Unconscious bias at the interview table

Over my tenure, I have come across many interviewers, some who are are fair and square, and many who are biased, some consciously and some unconsciously!

What is an Interview Bias?

Interview bias happens when a recruiter or the interviewer judges a candidate’s ability based on stereotypes or non-work-related ideas about a person. It interferes with a fair, merit-based assessment of a candidate’s suitability, often leading to poor hiring decisions.

What are the Types of Biases that can occur in an Interview?

1. Stereotyping bias based on Age, Gender, Socioeconomic, and Racial Bias -

This one is a very common unconscious bias. Many a times, I have heard an interviewer rejecting a woman because she is single, what if she gets married and her in-laws do not allow her to work, or she just had a child, who will take care of her child, while she is here at work. Many a times, we forget that if she has come to interview with the firm, then she is serious about her career, how she balances her life is her lookout. As an organization the focus should be on does she have the skills to do the job she is being recruited for - Period!

Another common bias under this category, candidate is a a certain caste - like a Bengali or a tamilian or a himachali - they think in a certain way so hinders our work! Really?? In this case I would say that its the mindset of the interviewer that needs to change not the candidate.

Another great example is you reject a candidate for a programming job because their socioeconomic background makes you question their intelligence, even though they have years of experience.

So in short we end up focusing on Caste, Creed, Gender and Religion instead of the skills that is required for the job!

2. Non Verbal Bias -

Rejecting applicants based on physical mannerisms instead of skills is called non-verbal bias. An introverted candidate who doesn’t make eye contact could still be a strong hire, but you might feel like you didn’t connect with them because of their mannerisms. Different?types of neurodiversity, like Tourette syndrome and autism spectrum disorders (ASD), can also affect a person’s body language and lead you not to hire them despite their strengths.

3. Similarity Bias -

Whether unconscious or not, people tend to favor others with similar interests as them. This tendency is known as similarity or affinity bias, meaning if you have something in common with a candidate, you’ll likely connect with and favor them over other applicants.

In an recent interview, a candidate lacked skilled in every way, but was shortlisted by the interviewer only because he belonged to the same town as him and had been to the same school!

4. Inconsistency in questioning -

Instead of following a list of standardized questions during the interview, you might adjust your process after meeting a candidate. You could unnecessarily ask them about a gap in their resume or choose not to question their work experience based on their personality. This prevents you from having a holistic view of each interviewee.?A classic example is when a candidate you’re interviewing is a recent graduate of an Ivy League college. You don’t ask about their understanding of a significant business fundamental because you assume they know, but after hiring them you learn they aren’t as competent as you thought.?

At the end all I would say is everyone carries?implicit biases. It’s part of being human. But in a hiring context, your partiality impacts the way you perceive an applicant’s abilities or?cultural fit, especially during the interview process. Those prejudgments make it difficult to identify and hire the best candidates.

Understanding and managing interview bias will help reduce its impact on hiring decisions, allowing you to bring the best and brightest recruits on board and create a more diverse team.