Normally I like to touch on interviewing from a candidates perspective, but today I’m going to take a look at it from the other side of the table. Interviewers can be the first closed door that a great candidate may face, and in all reality, that closed door may be the result of a bias on the interviewers’ part.
We've always been told that your first impression means everything. In this case, it’s very true. If you are an interviewer, or just someone meeting another for the first time, keep these things in mind.
Bring your bias to a conscious level. This is the first step in neutralizing bias; recognition. Even if you have an instant reaction, try to do the opposite of what you first feel, such as leading with a positive question if you have a negative feeling about a candidate.
Measure your first impression at the end of a meeting. Objectively use what you've learned within the interview to determine if the candidate would be a right fit.
Make sure to listen to all the evidence before making a conclusion. Then, use evidence, not emotions, to assess. “I feel” and “I think” and “My gut tells me” are all statements using emotions and not hard evidence.
Use your team to objectively study your candidate. Have everyone share their evidence to help decrease the emotional bias of the hiring authority.
These few tips will help ensure that you are giving each candidate a complete and fair shot. And who knows, it may even be helpful on a first date.
If you need help standardizing your hiring practices, or help finding top talent, contact Connor|Caitlin.