Interviewer Bias

TL;DR

Interviewer bias occurs when personal preferences influence candidate evaluation, producing unfair or unequal treatment.
It can cause hiring of less qualified individuals and reduce workplace diversity and representation.
Organizations can mitigate it with standardized evaluation criteria and interviewer training and awareness programs.

Definition

Interviewer bias refers to the tendency of an interviewer to favor certain candidates over others based on personal biases and preferences, rather than objective criteria. This can result in unfair and unequal treatment of job applicants and may lead to the selection of less qualified individuals for a position.

Explanation

Interviewer bias arises when interviewers let subjective impressions, shared characteristics, or positive first impressions influence hiring decisions instead of relying on objective measures of qualifications. The bias can affect which candidates advance or are offered a role, producing consequences for both applicants and organizations: lower overall performance and productivity, reduced diversity and representation, and potential discrimination. Addressing interviewer bias typically involves adopting standardized evaluation criteria and providing training and awareness programs to help interviewers recognize and overcome their biases.

Examples

Affinity bias

Affinity bias occurs when an interviewer is more likely to favor candidates who share similar characteristics or backgrounds as themselves. For instance, an interviewer who is a middle-aged, white male may be more inclined to hire a candidate who is also a middle-aged, white male, rather than a candidate from a different demographic group. This bias can lead to a lack of diversity in the workplace, as well as a lack of representation for underrepresented groups.

Halo effect

The halo effect occurs when an interviewer is influenced by a positive impression of a candidate, and subsequently overlooks any negative qualities or characteristics. For instance, if a candidate impresses the interviewer with their confidence and charisma, the interviewer may overlook any potential red flags in their resume or qualifications. This can result in the hiring of unqualified individuals who are good at presenting themselves, but may not have the necessary skills or experience for the job.

Notes or pitfalls

Consequences: Interviewer bias can lead to hiring less qualified individuals, lower performance and productivity, reduced diversity, and potential discrimination.
Mitigation: Use standardized evaluation criteria and provide training and awareness programs for interviewers to recognize and overcome their biases.

Affinity bias
Halo effect