Our Blog #recruiting

Hiring and interview bias is a common problem in the human resources field. It can happen to anyone, but it's essential to be aware of interview bias, so you don't limit yourself when hiring your next employee. In this article, we'll discuss what interview bias is, how to identify it, and some tips for eliminating interview bias from the hiring process

We rely on technology and processes to fill critical positions. The use of both allows us to operate lean and, when set up well, can provide a better candidate experience. Humans being human can disrupt our flow. The science is continually refining the systems to reduce disruption. The art is looking up from the computer to face the disruption, see it as a human being, and ask what their behavior says about the person’s fit for that role. I'm sharing a recent experience which was truly a gut check moment for me as a recruiter. The line between between following directions and taking initiative is thin.

I have people ask from time to time why I work with companies and individuals. Perhaps they think I cannot make up my mind, but the real reason is that I am committed to bridging the gap between companies and employees. Improving the employer, employee, and candidate experience has been a driver of mine for over twenty years! Companies want the best employees, yet few have mastered the science behind using data and people analytics to find them and assemble a dream team. Most candidates are willing to participate in *reasonable assessment processes because they too want the fit to be just right. The Predictive Index estimates that a wrong hiring decision costs about 30% of that individual's first-year salary. Have you ever been on a team when someone was added who was less than optimal? If so, you know there are additional costs to team dynamics and productivity that cannot be quantified.