Do You Know Your Biases?
In interviews, it’s crucial to be aware of your biases to avoid letting them influence your assessment and selection of candidates.
Here are some examples of biases below 👇
Age Bias: Making assumptions or judgments based on the age of the candidate, whether they are young or older.
Example: He is older, clearly less comfortable with new technologies!
Projection Bias: Assuming that the candidate’s values, motivations, or personal preferences are similar to yours.
Example: She doesn’t want to move into a management position. Even if the role doesn’t require it, she’s probably not a good candidate. Everyone wants to manage a team!
First Impression Bias: Relying too heavily on the first impression without seeking more detailed information.
Example: This candidate was love at first sight! I didn’t ask him the behavioral questions from the interview template: I know he’s a fit!
Similarity Bias: Tendency to prefer candidates who resemble you in terms of personality, experience, or background.
Example: I see myself in this candidate! I was in the same place as her a few years ago when I finished my bachelor’s degree.
Halo Effect Bias: When an initial positive or negative impression of a candidate influences the overall evaluation, even if other skills or traits do not justify it.
Example: The candidate arrived late to the interview. This person is not reliable!
How to Reduce the Influence of Biases in Interviews?
1- Ensure you have a structured approach.
2- Conduct interviews with two people!
3- Talk to a Caméléon expert: we have a ton of advice on this, and much more!