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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.

134

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Subjective Evaluation In Interviews

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 ...

144

842 reads

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...

136

412 reads

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 ...

141

511 reads

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 ...

131

440 reads

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...

139

354 reads

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...

130

354 reads

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 base...

148

778 reads

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...

136

453 reads

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.

149

574 reads

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julia_yl

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