Reducing Bias in the Interview: 4 Practical Tips to Promote Fairness

“While it’s exceedingly difficult to remove bias from an individual, it’s possible to design organizations in ways that make it harder for biased minds to skew judgments.” — Harvard Business Review.

In the quest for top talent, fairness in hiring is no longer just a noble ideal—it’s a strategic necessity. Yet, in the world of recruitment, achieving genuine fairness can feel like navigating a minefield. Unconscious biases, often buried deep within the human psyche, have a way of creeping into interviews, influencing decisions in ways we might not even realize. These biases can manifest in subtle ways—favoring a candidate who feels familiar, overlooking someone because they don’t fit an expected mold, or allowing first impressions to carry too much weight. The consequences? Unfair hiring practices, diminished diversity, and missed opportunities to bring on board the very best talent.

In an era where diversity and inclusion are rightly recognized as cornerstones of innovation and success, allowing biases to shape hiring decisions is a risk organizations simply cannot afford to take. And according to Forbes, as much as 48% or HR Managers admit that bias impacts which candidates they choose to hire. The good news is that while completely eliminating bias from individuals may be a Herculean task, creating processes that minimize its impact is entirely within reach. By designing interviews that prioritize objectivity and consistency, organizations can make significant strides toward more equitable hiring practices.

To help you navigate this complex terrain, we’ve outlined four practical strategies that can reduce bias in the interview process and lead to fairer, more inclusive hiring decisions. These tips not only foster a level playing field for all candidates but also enhance the quality of hires, driving better outcomes for your organization. Whether you’re looking to refine your current interview practices or overhaul them entirely, these insights will serve as a valuable guide.

1. Structured Interviews: A Critical Tool for Fair Hiring

Structured interviews are one of the most effective ways to reduce bias in the hiring process. Unlike unstructured interviews, where the conversation can take unpredictable turns and where the interviewer might rely on personal impressions, structured interviews are designed to be consistent and objective. This consistency is key to minimizing the influence of bias.

In a structured interview, all candidates are asked the same set of predetermined questions, which ensures that each candidate has an equal opportunity to present their qualifications. This standardization reduces the likelihood of interviewers inadvertently favoring candidates who share similar backgrounds or experiences. By sticking to a consistent script, interviewers are less likely to veer into inappropriate or irrelevant topics that could introduce bias.

Moreover, structured interviews provide a more reliable and valid assessment of a candidate’s qualifications. Since the questions are tailored to assess specific competencies and job-related skills, the responses can be directly compared across all candidates. This makes it easier for interviewers to evaluate candidates based on their actual qualifications rather than on subjective factors. The result is a more equitable hiring process that focuses on the merit and potential of each candidate.

Learn more: Interviewing 101 – Best Practice Techniques

2. Standardized Questions: Leveling the Playing Field

Standardized questions are another crucial element in reducing bias during interviews. When all candidates are asked the same questions, it creates a level playing field, making it easier to compare their responses objectively. This approach ensures that all candidates are evaluated against the same criteria, reducing the influence of unconscious bias.

There are several categories of standardized questions that can be used to assess different aspects of a candidate’s qualifications:

• Behavioral Questions: These questions ask candidates to describe how they have handled situations in the past. For example, “Can you tell me about a time when you had to overcome a significant challenge at work?” Behavioral questions are useful for assessing how candidates have demonstrated key competencies in real-world situations.

• Situational Questions: These questions present hypothetical scenarios and ask candidates how they would respond. For instance, “How would you handle a disagreement with a team member on a project?” Situational questions help interviewers understand how candidates think on their feet and apply their skills in potential future situations.

• Technical Skills Questions: These questions assess the specific technical abilities required for the role. For example, a coding question for a software developer or a financial analysis question for an accountant. Technical skills questions are essential for determining whether a candidate has the necessary expertise for the job.

• Soft Skills Questions: These questions evaluate interpersonal and communication skills. For instance, “How do you handle stress and pressure at work?” Soft skills questions help identify candidates who can collaborate effectively and contribute positively to the workplace culture.

• Culture-Add Questions: These questions explore how a candidate’s values, beliefs, and working style align with the company’s culture. Rather than seeking cultural “fit,” which can unintentionally perpetuate homogeneity, culture-add questions focus on how a candidate can bring new perspectives and enhance the organization’s culture.

By using standardized questions across these categories, interviewers can gather consistent data that supports more informed and objective hiring decisions.

3. Scorecards: Standardizing Candidate Evaluation

Scorecards are a powerful tool for standardizing the interview process and reducing bias. A scorecard is a structured template that outlines the specific criteria against which candidates will be evaluated. Each criterion is assigned a weight or score, allowing interviewers to objectively assess candidates based on their performance in each area.

The use of scorecards offers several key benefits:

• Enhanced Fairness: By providing a consistent framework for evaluating all candidates, scorecards help ensure that each candidate is judged on the same set of criteria. This reduces the likelihood of bias creeping into the decision-making process, as interviewers are guided by a clear, objective rubric rather than relying on gut feelings or first impressions.

• Improved Quality of Hires: Scorecards allow interviewers to focus on the specific competencies and qualifications that are most relevant to the role. This leads to more accurate assessments of candidates’ abilities and better hiring decisions. As a result, organizations are more likely to hire individuals who are well-suited for the job and who will perform at a high level.

• Increased Diversity: By reducing the influence of personal biases, scorecards promote a more inclusive hiring process. When candidates are evaluated based on objective criteria rather than subjective impressions, it creates opportunities for a more diverse range of candidates to succeed.

• Positive Organizational Culture: The commitment to fairness and objectivity in hiring decisions can have a ripple effect throughout the organization. By demonstrating a dedication to equity, organizations can strengthen their values and foster a more inclusive workplace culture.

4. Interview Training: Addressing Unconscious Bias

Even with structured interviews, standardized questions, and scorecards in place, unconscious bias can still influence interview outcomes. This is why interview training is essential for anyone involved in the hiring process. Training helps interviewers recognize and mitigate the impact of biases that they may not even be aware of.

Unconscious biases can take many forms, including:

• Stereotype Bias: This occurs when interviewers make assumptions about a candidate based on stereotypes related to gender, race, age, or other characteristics.
• Confirmation Bias: This happens when interviewers subconsciously look for information that confirms their pre-existing beliefs or expectations about a candidate.
• The Halo Effect: This bias occurs when an interviewer forms a positive impression of a candidate based on one outstanding characteristic, leading them to overlook other areas where the candidate may be less qualified.

Effective interview training addresses these and other biases by providing interviewers with the tools and knowledge they need to conduct fair and objective interviews. Training can include techniques for active listening, asking open-ended questions, and remaining neutral throughout the interview. It can also involve exercises that help interviewers become more aware of their own biases and how to counteract them.

In addition to formal training sessions, organizations can promote ongoing learning and awareness by encouraging interviewers to engage in self-reflection and peer feedback. By fostering a culture of continuous improvement, organizations can ensure that their hiring processes remain fair and unbiased.

Learn more: What are the Benefits of Interviewer Training?

Creating a Fair and Inclusive Hiring Process

Reducing bias in the interview process is not just a matter of fairness—it’s a strategic imperative for organizations that want to attract and retain top talent. By implementing structured interviews, standardized questions, scorecards, and comprehensive interview training, organizations can create a hiring process that is both equitable and effective. These practical tips not only promote fairness but also contribute to better hiring outcomes, increased diversity, and a more positive organizational culture.

SocialTalent’s dedicated Interviewer Training will ensure everyone from hiring managers to recruiters and panelists understand how to conduct fair and effective interviews. Reach out to learn more!