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The wrong criteria

Some managers favor candidates who went to the same school. There's also evidence that African-American sounding names, birthmarks, being pregnant, and being overweight puts candidates at a disadvantage.

To overcome this bias, identify the key skills and values in advance, then create a standard set of behavioral and situational questions to ask every candidate. Doing this can triple the manager's accuracy in predicting job performance.

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MORE IDEAS FROM THE SAME ARTICLE

Some questions are too easy to fake, for example, "What's your greatest weakness?" Other questions like brainteasers reveal more about the manager than the candidate.

Credentials may be overrated, but motivation is often underrated. A candidate may have a lot of experience but may lack the drive to think creatively and work collaboratively. The right candidate will also be hungry and eager to improve.

College seniors often stretch the truth in interviews to make a better impression. Be aware that when you meet someone for the first time, you meet their representative.

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