Ideas from books, articles & podcasts.
On the employer’s side, the entire job interview process is subjective, from the shortlisting of applications to the screening phone call, and finally when the candidate is at the door.
Candidates are hired on gut instinct and those who had a good connection during the short call or meet are preferred. The effectiveness of the job interview turns to zero when the role of bias is maximized and the competencies of the employee are sidelined, or overlooked.
MORE IDEAS FROM THE SAME ARTICLE
Experience is not a guarantee of expertise.
Interviewers tend to associate a knowledgeable candidate having loads of experience with competency. In reality, there are many factors involved in learning from past experience, and the one having less experience are not incomp...
Invisible, unconscious biases dominate an interview process.
Attractive people tend to look more smart and qualified than they are. Tall people command more respect and those with deep voices appear trustworthy.
Blind auditions can work in some sectors to measure competency and minimize any personal bias. Interviews showcase their work without providing any personal information like age, race or gender.
This makes the interview hire on merit and not due to their own likeness.
This is a logical fallacy that associates people’s behaviour in one area with other situations and circumstances. The interviewer can correlate a behavioural trait as a visible outcome of certain innate characteristics.
Judging the candidate and selecting or rejecting th...
Some biases from the interviewer are implicit, and the candidates are not allowed to display their expertise and eventually are bracketed as ‘rejects’.
This is due to the fact that the judgement has been made and also confirmed by the interviewer and now there is no reason to question the...
In an ideal world, the competence of a person should get him or her the job. In reality, bias gets in the way and is normally related to age, gender, race, appearance and even social class.
Another common mistake is to hire someone who is well-liked by the interviewer due to them...
A job interview process expects the candidate to summarize his entire profile and prove his fitment for the job in a few minutes. This indirectly facilitates lying, deception, exaggeration and hiding of facts from the candidate.
Candidates take credit for things they haven’t done, tailor t...
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Companies involved in a long, drawn-out interview process forget that the best candidates only briefly surface on the job market and don’t stay there forever. Surveys indicate that most candidates lose interest in the job if they are kept waiting in line for longer than two weeks.
The more you prepare and practice, the more confident you’ll feel when your career aspirations are on the line in the job interview.
This confidence will help you eliminate unattractive nervous habits (like saying um, uh, like) and feel more in command of your answer and body language.
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