What are your hobbies?

To answer that question... My hobbies include knitting, solving Rubik's cubes, ornithology, cycling, swimming, running, hiking and many more. This question is frequently asked by recruiters, yet I've never really understood its purpose. Asking about hobbies in an interview can introduce bias, depending on how the information is used. Often, I have advised recruiters and hiring managers to avoid asking this question directly, as I question its relevance. It can make some candidates uncomfortable and potentially introduce bias.

Personally, I'm not fond of being asked this question. It's not that I'm shy about my hobbies; I just don't see their pertinence to my work. When asked, I often answer pragmatically to highlight qualities beneficial to my candidacy. If I am in a tech interview, I'll probably say Rubik's cube to be honest. I don't lie, but I am selective with what hobbies I share.

My concern with this seemingly simple question is that it can be loaded for some people. It leaves too much room for unconscious bias. Interviewers might make assumptions about a candidate's personality, culture, or background based on their hobbies. This can lead to favoring candidates who share similar interests, which might not be relevant to job performance.

For example, I had an acquaintance who listed "preparing for an Ironman" as a hobby on his resume. When I asked him about it, he admitted he had no plans to do a triathlon. He included it because he believed it demonstrated determination, work ethic, and mental strength. His goal was to portray himself in a positive light, which, although cunning, I found quite ingenious. I've seen others do similar things.

Another comment I've heard is, "I don't have hobbies because I hyperfocus on my job." This can concern hiring managers when it shouldn't. They want people to have "balance" I'll hear. Instead of viewing job-related hobbies as a concern, hiring managers should recognize the potential benefits and consider how such candidates can contribute positively to the organization. I'll be honest, my ability to hyperfocus has definitely helped my career.

Certain hobbies may be more common or accessible to people from specific cultural or socioeconomic backgrounds, potentially disadvantaging candidates from different backgrounds. Some fear being judged for their hobbies. I've often been looked at oddly for my strong interest in ornithology.

Reflecting on this, I wondered what constitutes a hobby. In French, my mother tongue, a hobby translates to "passe-temps" – a pastime, something you do to pass the time. I spend a lot of time with my dogs; does that make them a hobby? And what about my chickens? Does playing chess, which I don't get to do as often as I'd like, count as a hobby? According to Google, a hobby is an activity done regularly in one's leisure time for pleasure. How regularly do I need to do something for it to be a hobby? What if someone does many different things to discover the world and live fully? Does that mean they don't have hobbies? Yet, the range of activities illustrates that they are adaptable and curious. And what if the person has a family and has put aside those hobbies to take care of their family? What should they answer? Should they be considered lesser or less interesting for those reasons?

On the other hand, asking about hobbies can humanize the interview process, making candidates feel more comfortable and revealing aspects of their personality that might indicate relevant soft skills. Comments I've read mention that it helps build rapport with candidates, which I agree is important. As recruiters, we must balance being personable and professional.

But aren't there other ways to build rapport with candidates? Building rapport is about creating a genuine connection and making the candidate feel valued and comfortable. Sharing a bit about yourself and your journey within the company can break the ice. Asking open-ended questions and showing genuine interest are also effective ways. I believe in being courteous, professional, and friendly without confusing friendliness with friendship. While work relationships can lead to friendships, it's not necessary. So what if I have nothing in common with my colleague?

To mitigate potential bias while still gaining insights into a candidate's personal interests, consider these approaches:

• Structured Interviews: Use standardized questions and evaluation criteria to ensure consistency across all interviews.
• Job-Relevant Hobbies: If a hobby comes up during the process, show interest. If it's relevant, that's great; if it isn't, it shouldn't be anywhere in the notes.
• Information given on the resume/LinkedIn: If the candidate openly shares a pastime and you are curious, go for it to build rapport, but again this shouldn't be used as a criterion to evaluate candidates.

I'll be honest I was quite surprised with the results of the survey I did on LinkedIn ( see below).

A total of 242 votes and over 10 000 impression, this question created quite the buzz and conversation. I must say thank you to those who participated and contribute so actively to my LinkedIn. When I thought about the results: 50% of people love to share, but that also means 50% don't love it. And of that 50%, half of them don't really get why. The more I put thought into this the less I was surprised.

Hobbies aren't always relevant to the job, though they sometimes can be. While they can sometimes provide useful insights into a candidate's personality and soft skills, they can also introduce biases and discomfort. As recruiters, it's essential to balance the need for a human connection with professional relevance and unbiased processes. This can make our job tough at times. Structured interviews and focusing on job-related criteria can help mitigate bias, but navigating on how to do this while still building connection takes lot's of thought. Ultimately, building rapport should be about genuine interest into their professional career and making candidates feel valued without relying on potentially loaded questions about hobbies. The mixed responses to my LinkedIn survey reflect the diversity of opinions on this topic, underscoring the need for a thoughtful approach in interviews and how it can be hard as talent acquisition specialist to find the right balance at times.