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The Interview Performance
- Usually, a typical job interview has the employer(s) sit in a room (or a video conference software) and make them answer unstructured questions, gauging their ability to charm them, and appear as the right fit by feeling like ‘one of the gang’. The candidate is selected or rejected based on how good he ‘performed’ on the interview day.
- Charisma can also be faked during an interview process, and the interviewer can be duped into hiring a wrong candidate who was able to manufacture charm and likeability to get selected. This makes hiring based on what is portrayed by the candidate to be inherently flawed.
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Effective Interviews as Blind Auditions
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.
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Subjective Evaluation In Interviews
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 ...
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Experience Is Not Expertise
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 incompe...
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Discrimination And Bias in Interviews
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 ...
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Confirmation Bias In Interviews
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 ...
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Effective Interviews: Structure
- A structured interview focused on weeding out the distractions and noise and revealing the competencies of the candidates is a better alternative. The questions are identical and are asked in the same manner to all candidates and there is no unconscious judgement introduced...
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The Fundamental Attribution Error
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 the...
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Lying In An Interview
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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Unconscious Bias In Interviews
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.
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