It is undeniable that even the most experienced interviewer will bring their expectations and judgements with them when meeting a candidate. If you play a big role within your organisation, it is only natural to make judgements on whether a candidate would suit your culture and ethos based on such seemingly superficial factors as their appearance or CV.
Interview bias can, of course, be damaging to your business and recruitment process. Overlooking skills and experience in favour of personality or passion may lead to poor hires.
However, there are also ways in which interviewer bias can play a positive role in the recruitment process. Here at Webrecruit Ireland, we’ve put together top tips for reducing your interviewer bias to ensure you select the right candidates for your vacant positions, while proposing how you can use bias in a positive way for your organisation.
How to reduce interviewer bias
Reducing interviewer bias can strengthen your recruitment process. By focusing on each candidate individually, casting off comparisons and analysing every candidate based on the job description, you can view them through a fresh pair of eyes and determine whether or not they meet the requirements of your vacancy.
Recruitment techniques such as pre-assessments, where candidates are judged on their technical and analytical skills, and standardised questions, which ensure that every candidate is given the same opportunity to vocalise their skills and experiences, can reduce candidate bias.
Conducting multiple interviews, engaging in telephone screenings and encouraging different interviewers to meet with candidates will also serve your organisation well. The same can be said of taking good notes throughout each interview and casting an analytical eye over every candidate’s own achievements and experiences.
Why some interview bias is important
Although we have been preaching an unbiased recruitment process for your organisation, some bias can be useful for ensuring you get the right candidates for your roles.
Every interviewer should use their bias to search for passion and drive. It is perfectly acceptable to hire a candidate based on their ‘spark’, and indeed, recruitment decisions must sometimes be made on the basis of instinct, particularly in smaller organisations where personality and experience are essential.
Determining whether a candidate will address the needs of the job description and have the potential for future growth are equally important factors during an interview, as hiring for today is not enough. Make sure you understand the goals and long-term objectives of your candidates before making the decision to hire.
Does your Irish company have the most appropriate and impactful direct sourcing strategy? Contact Webrecruit Ireland today about how you can make it all possible.