A coin tossed 100 times which turns 75 heads makes one apprehensive if the coin is biased? Bias is very natural and noxious to a healthy culture.
The interview is an entry process to a company, biased or not it determines the individual's chances of landing the coveted job.
What is a bias?
Though it is good to know the candidate's stuff in the interview, knowing too much is also a problem. Knowing more than enough will create extra-somethings inside an interviewer's head. Technically these are called biases.
Despite the presence of so many numbers and letters (grades) we tend to make a preferential judgment when it comes to the final call. Is this really yielding the expected results? Well, research reveals No!. It might come as a big shock to the recruitment group as they have been believing this system since they started.
Bias, originates out of something very silly often. For example, when an interviewer hires someone from the same background as his he thinks that he/she would turn to be as good as the interviewer himself/herself. The background may include city, college, or course. This is a very common decision bias that decides the final one out of two. Sometimes it is not even deliberate but unconscious.
Having said bias exists and it is not good for the company's growth, let me present you some evidence.
A recent study published by Proceedings of the National Academy of Sciences reveals that both male and female managers are twice as likely to hire a man over a woman. It may be surprising to discover that female hiring managers also exhibit inherent biases against women. To wit, the study shows that when presented with equal-performing candidates, men were 1.5 times more likely to be hired. Even more telling, when a lesser candidate was hired in lieu of a more qualified candidate, the lesser candidate was a man over two-thirds of the time.
So how do we make sure that these biases don't hamper the selection of our "best" candidate. So, you have some ideas on how to eliminate these biases? If so, please forward it to us, would be happy to hear from you (or in case you want to keep it a secret, we are okay with that too).
There are a few ways which have been tried, go down to find your choice.
1. Group Interviews
When we get a group of candidates representing all forms of biases in a room, interviewers are more likely to compare performances rather than biases to get the right candidate.
2. Structured Interviews
Even though we have a same set of questions to screen everyone for their face-to-face, interviews start off differently for everyone. Why is that so? Think about it and you will know that's where it all starts. Your first judgement starts there. Making the interviews structured like the pre-screening tests should make the processes fairly equitable.
4. More formal interviews
If a candidate supports your favorite football team or not is never relevant to what the candidate is gonna do at your office. It is good or sometimes the best to avoid such questions in an interview. Behavioral studies reveal that biases towards favorite sport or any past time activity for that matter could impact the decision. I am sure you will get enough time to discuss that and more when the candidate is in.
Remember that old movie, where you saw your favorite hero take up the blame for a crime he never committed? You cried as a kid, you grew angry as a teen right? Well, let's make sure when we are heroes or judges we don't do that to anyone. Who doesn't love a fair decision, right?