August alsina flirts with interviewer bias, design bias
Limited thinking The interviewer may also be biased in the way that they think in general and how their thoughts are biased by these modes of thought.
Trying to help the interviewee get to the right answers. Seeking to gain answers based solely on a fixed checklist and not considering wider personal characteristics, experience, potential, etc.
Asking questions that lead to limited answers that may be sought perhaps unconsciously.
Talking too much rather than listening and observing. Assessing the person more on how they look most commonly done by men when faced with an attractive women.
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Seeing everyone as average and not distinguishing better from less suitable people. The reverse of the halo effect, judging a person wholly negative based on a single or few factors. Classic stereotyping may include ethnicity, religion, gender, ability, etc. Rapid convergence Limited questioning Limited thinking Interviewer personality See also Interviewing is a skilful and important activity that, if done wrong, can result in rejection of good candidates or, worse, appointment of people who will prove problematic in practice.
Being kind, forgiving the person and overlooking negative aspects. This is common when you desperately need someone or where there are very few candidates. Asking too many closed or open questions, or otherwise not using an appropriately balanced set of questioning styles.
Giving greater importance to aspects where the candidate is similar to the interviewer in some way, such as having worked at the same company.
Here are some of the ways that interviewers may show bias during interviews. Just looking for minimum attributes that suggest the person can do the job.
Easily believing what you are told without seeking evidence. Then in the interview, they should remain self-aware, including noting how the interviewee responds to their questions. It can be very helpful for interviewers to review possible biases during their preparation for the interview.
Being overly harsh and unforgiving. Comparing the candidate with other often recent candidates rather than a more stable standard. This may even include some simulations with feedback from observers. For example there should be appropriate probingyet without over-doing this.
Assigning candidates to classic or personal stereotypes based on limited attributes.
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Building an image of the candidate before the interview, for example based on aspects of their resume eg. Rapid convergence There is a common tendency to leap to conclusions as early as possible, and thereafter only pay attention to evidence that supports those conclusions.
Asking mostly different questions to each candidate without reason, leading to a difficulty in comparing candidates. Basing all subsequent perceptions on an impression of the person gained in the first few minutes or even seconds!
Personal stereotypes may be based on such such as hair length, clothing, musical preferences, etc. Judging the candidate on how slickly they present themselves rather than the evidence.
Not believing anything, easily judging the interviewee as a liar. Limited questioning The interviewer may have a preference for certain questionsand in doing so may tilt the interview or otherwise gain a distorted view of the candidate.
Chris Brown&August Alsina Imagines[On-Hold]
Interviewer personality Aspects of the interviewer's personality may lead them to be biased in a range of ways. Judging the person based more on what you feel about them than a more thoughtful and balanced reasoning. Seeing the person positively based on one or a few preferred attributes, for example concluding a person who went to the 'right' university is particularly suitable.
Using only a subset of possible questions based on convergence, personal viewpoints, or other factors.