68 Avoiding Bias in the Interview Process (6.3.3)

“Unconscious biases and subjectivity tend to drastically reduce the usefulness of [an] interview” (Brutus & Baronian, 2020). While bias is a complex topic and could fill an entire course, the first step in addressing it is awareness.

Understanding the common types of bias can help you recognize and reduce their impact during interviews. Interviewer training is one effective strategy. Research shows that training can reduce unconscious bias and make interviews more fair, accurate, and consistent (Posthuma, Morgeson, & Campion, 2002).  Video 10.1 below introduces the concept of unconscious bias and how awareness can help reduce its influence in the interview process.

Video 10.1: Example of Cognitive Bias | Running Time: 4:43

The Most Common Cognitive Bias | Published by Veritasium | Feb 24, 2014

Simply knowing that unconscious biases exist—and being able to name them—can help us make better, more objective decisions. Below are some common types of bias that can affect interviews:

Confirmation Bias

The tendency to focus on information that supports your existing beliefs or assumptions, while ignoring or dismissing contradictory evidence.

Example: If you assume a soft-spoken candidate lacks confidence, you might notice only their hesitations and overlook their thoughtful, well-structured answers.

Anchoring

Relying too heavily on a first impression or initial detail when making a judgment. Research shows we form opinions about others within seconds (Willis & Todorov, 2006).

Example: If your first impression is shaped by a weak handshake, it may colour how you interpret the rest of the interview—even if the candidate gives excellent responses.

Stereotyping

Making assumptions about someone’s abilities or behaviours based on traits like gender, race, religion, or age.

Examples:

• Assuming a mother of young children will be unreliable.
• Believing a veteran can’t adjust to office culture.
• Thinking a male candidate will naturally be a stronger leader than a female candidate..

Halo Effect

Letting one positive trait overly influence your overall impression.

Example: If a candidate went to a prestigious university, you might assume they’re highly competent—even if their answers are average.

Pitchfork Effect

Letting one negative trait overshadow the rest of your impression.

Example: If a candidate fumbles the first question, you may dismiss the strong answers they give later in the interview.

Recognizing these biases is the first step toward reducing them. Structured interviews and interviewer training—discussed earlier in this chapter—are two proven ways to promote fairness and consistency.