Ok, so we’ve widened the pipeline. We’ve got a diverse and representative pool of candidates. We’ve made some thoughtful selections of who we’re going to meet. And now, the interview!
While a free-flowing conversation might feel more natural, basing decisions on these kinds of interactions leaves us wide open to bias creeping in. And while it can initially feel stilted and constrained to follow a highly standardized interview policy, I’m here to tell you that it’s by far the best way to manage bias and ensure fairness for all candidates.
Standardized Questions: Crafting consistent interview questions is a powerful tool to ensure a level playing field. These questions should focus on the core competencies required for the role, avoiding personal biases. Now each candidate can be assessed on the same criteria, allowing for a fair and accurate evaluation.
- Authenticity Within Constraints: You can work within a structure and still maintain a welcoming atmosphere. Warm welcomes and thank yous can help establish those human connections.
- Scoring and Evaluation: Implementing a scoring system helps to objectively assess candidates’ responses, minimizing biases. By rating responses based on predetermined criteria, the focus is on competencies rather than personality, and promotes a more neutral evaluation process.
- Diverse Interview Panels: Differing perspectives on the interview panel are crucial in mitigating bias in an interview. Representing various backgrounds, experiences, and viewpoints enriches the hiring discussions, and ensures a more holistic assessment of each candidate.
At first, adhering to a standardized interview process might feel rigid, but the results may surprise you. And you’ll know that the process you used was as fair and equitable as possible – and that you’ve taken an important step in removing barriers to underrepresented candidates.
Photo by Van Tay Media on Unsplash
Recent Comments