Common Biases
Seeking out or emphasizing information that supports a preconceived belief about a person
What is Confirmed Bias
A systematic way to assess whether a candidate will be successful in a future job, based on information the candidate provides about their responses to specific situations
What is a behavioral interview
Must I ask the same questions to each of the candidates I am evaluating for the same job?
Yes, asking the same questions to each candidate for the same job ensures a fair and unbiased comparison by giving everyone the same opportunity to demonstrate their skills and knowledge. This standardized approach, known as a structured interview, helps to evaluate candidates consistently and allows for easier comparison, as all candidates are measured against the same baseline questions tied directly to job requirements.
Placing undue emphasis on non-verbal cues not related to their ability to do the job (firmness of handshake, loudness/softness of voice)
What is “Non-Verbal Bias"
Is it appropriate to ask about sorority/faternity involvement?
No. While on the surface level, it may seem harmless, it can lead to biased decisions
Must I complete a scorecard for every candidate? Even if they are not selected?
Yes. Providing consistent, job-related feedback as part of a structured interview process is a best practice that helps employers defend against discrimination claims.
Forming an opinion based on gender, race, religion, appearance or other characteristic not relevant to their ability to do the job
What is Stereotyping
In a Behavioral Interview, the "S" in STAR stands for this.
What is Situation
Why should I provide my feedback before others? I want to know how other interviewers perceived the candidate before I provide feedback.
Allowing interviewers to see each other's notes before submitting their own can lead to biased feedback.
Letting one positive fact about the candidate eclipse everything else they do or say
What is Halo Effect
This aspect of the STAR method focuses on the actions you took in a given situation.
What is Action
I am not sure how to provide a recommendation in the scorecard.
The purpose of the interview is to assess the candidate fit to the job requirements. If you are unsure of the requirements or focus areas assigned to you, please consult with the hiring manager or your talent acquisition partner for clarification.
Forming an opinion based on gender, race, religion, appearance or other characteristic not relevant to their ability to do the job
What is Stereotyping
Provide an example of how you would use the STAR method to answer a behavioral interview question.
What is 'Describe a specific Situation or Task, outline the Actions you took, and discuss the Results achieved, providing measurable outcomes'?
Considerations I should use when completing my scorecard following the interview.
What is succinct, thorough, relevant, structural, factual, and evidence based?