How can you detect bias in interview feedback?

1 What is bias in interview feedback?

Bias in interview feedback is any subjective or irrational factor that influences the interviewer's perception and judgment of a candidate. This can be due to personal preferences, stereotypes, assumptions, emotions, or cognitive errors. For example, the halo effect occurs when an interviewer gives a positive overall impression of a candidate based on one or a few favorable traits or achievements while disregarding any weaknesses or flaws. The horns effect is the opposite, with an interviewer giving a negative overall impression of a candidate based on one or a few unfavorable traits or mistakes. Confirmation bias is when an interviewer seeks out or interprets information that confirms their existing beliefs or expectations about a candidate and disregards information that contradicts them. Similarity bias happens when an interviewer favors candidates who share similar backgrounds, characteristics, interests, or opinions with them and undervalues those who are different. Lastly, contrast effect occurs when an interviewer compares candidates to each other rather than to the job requirements and rates them higher or lower based on their relative performance or order of appearance.

2 Why is bias in interview feedback harmful?

Bias in interview feedback is harmful for several reasons. First, it reduces the quality and validity of the hiring process, as it prevents the interviewer from objectively assessing the candidate's suitability for the role. Second, it increases the risk of legal issues, as it may violate anti-discrimination laws or create a hostile work environment. Third, it damages the employer brand and reputation, as it may discourage qualified and diverse candidates from applying or accepting offers. Fourth, it affects the team performance and culture, as it may result in hiring the wrong people or missing out on the right ones.

3 How can you detect bias in interview feedback?

Detecting bias in interview feedback is not easy, as it can be subtle, unconscious, or rationalized. However, there are some signs and methods that can help you identify and address bias in interview feedback. For example, you should review the feedback for consistency and specificity and compare the feedback with other sources of data. Additionally, seek diverse and balanced perspectives by involving multiple interviewers with different backgrounds. Finally, monitor and measure the feedback patterns to look for trends or anomalies that may indicate bias. With these tips, you can help ensure that the interview feedback is accurate and unbiased.

4 How can you prevent bias in interview feedback?

To prevent bias in interview feedback, awareness, education, and action are essential. Educate yourself and your team about bias, and seek feedback on your own blind spots. Define and communicate the job criteria using objective and measurable terms. During the interview, reduce the influence of irrelevant factors by focusing on the candidate's behavior and performance. Utilize structured and behavioral questions, a rating scale or rubric to score the candidates, and document the feedback quickly. After the interview, review and debrief the feedback with your team and other stakeholders. Share it with the candidate and review for bias before making a hiring decision.

5 How can you improve your interview feedback skills?

Improving your interview feedback skills is an ongoing process that requires practice, feedback, and reflection. To hone your skills, seek feedback on your feedback from colleagues, managers, candidates, or experts. Additionally, stay updated on the latest trends and best practices in the field by reading books, articles, blogs, or podcasts. Experimenting with different techniques and tools can also help you assess what works and what doesn't. Furthermore, detecting and preventing bias in your interview feedback is essential to ensure that your hiring process is fair, effective, and inclusive.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?