Job interviews are supposed to be the gateway to new opportunities. But did you know that many interview processes are riddled with unfair and biased practices? These biases can unfairly influence hiring decisions, leaving many qualified candidates out in the cold.
Unconscious biases are often subtle and operate without our awareness, shaping our decisions behind the scenes. When it comes to job interviews, these hidden biases wield significant influence over the selection process, determining which candidates secure employment opportunities and which ones miss out on them.
How It Manifests For instance, during interviews, an interviewer might unknowingly show a preference for candidates who have a similar background or share common interests with them. This phenomenon, often referred to as “similarity bias,” can influence decision-making processes. Additionally, another prevalent bias is “confirmation bias,” where interviewers tend to seek out information that aligns with their existing beliefs or preconceptions about a candidate, potentially hindering a fair evaluation of all candidates.
Real-World Examples Consider an interviewer who, perhaps due to societal stereotypes or personal beliefs, subconsciously holds the assumption that men are inherently more adept at technical roles than women. This underlying bias could manifest in a more intense and critical line of questioning towards female candidates, inadvertently placing them in a position of unfair disadvantage during the interview process.
My next post will look at common biased interview questions and their implications. #UnconsciousBias #InterviewTips #InclusiveHiring
💎Share your experience! Truly Yours - Narghiza Ergashova, CPA, EMBA Founder of The Golden Ritual Follow Narghiza Ergashova on LinkedIn for more: www.linkedin.com/in/narghi…
