Three Interview Blindspots You Need To Know About Dec08

Three Interview Blindspots You Need To Know About

Mirror Mirror on the wall – who is the fairest of them all? When it comes to interviewing candidates, being fair should be the top requirement of every hiring manager’s list. The expectation is that each candidate is assessed solely on their credentials and experiences. Although this is the expectation, it is not necessarily what is happening behind the scenes… … truth is – we are human. And, being human means we have blind spots; areas of being and acting and feeling and interviewing that we cannot see. This blog is to help you — the reader, the interviewer, the human — uncover and make aware of 3 important interview biases . Once you can spot them, you can acknowledge and recognize when it is happening. This will allow you to make more informed decisions when looking for the ideal candidate, and will enable you to truly be the fairest of them all.   1. Similarity-Attraction Bias AKA the “I like you because you are like me” bias. The saying that “opposites attract” could be true, but with the underlying tones of the similarity-attraction bias, it is very rare that we will give this opposite person a chance – especially in the workplace. There’s an internal magnetic attraction when we interact with somebody like ourselves. We have a particular bias that causes us to be attracted to people that are like us: extroverts are attracted extroverts, marketers like marketers, GoT fans pull in other GoT fans. It makes relating to one another far easier and can help us create common ground. That said, with all of its good intentions, it can put quite the hook in the hiring process. When we are drawn to people who are like us, we start hiring on grounds of “I...