It can be a daunting experience to remain unbiased while interviewing candidates for a position within your company. Many recruiters have predisposed ideas of what the candidate should look like or possess to do the job correctly and fit within its culture.
Maintaining a level of fairness in finding the right candidate can cause us to choose a candidate who made the best first impression. Still, after 90 days in the job, he or she failed to meet the job’s responsibilities successfully.
The following article may shed light on the best practices for reducing the bias in which we possess. LinkedIn Talent Blog by Lou Adler, 10 Ways to Reduce Interviewer Bias, this article sheds light on ten areas we should consider as a plan of action before starting the interviewing process.
One of the ten pieces of advice includes: use panel interviews, be a juror not a judge, treat candidates as consultants, and more.
We hope this article helps your business in creating a strategic plan for your interview process. Hence “you’re not only seeing the strongest and most diverse talent possible but also ensuring each person is objectively assessed,” said Adler, LinkedIn Talent Blog.