Experience Is Not Expertise

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 ...

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 ...

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 ...

• 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...

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...

• 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 base...

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...

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.