Interviewer bias refers to when the expectations and opinions of an interviewer impacts their objectivity when hiring potential candidates. As an interviewer, it’s important to be aware of your unconscious biases to ensure you hire candidates based on competency alone. Individual biases can easily influence the selection process and can lead to overlooking the best suited candidate. Here are eight forms of interviewer bias; being aware of them will be the first step to avoiding them altogether. Get acquainted with each one!

1. Stereotyping

This occurs when we judge a candidate based on our preconceived perceptions of the groups they belong to, including their gender, race, ethnicity, faith or sexual orientation. Stereotyping prevents interviewers from judging the unique individual in front of them.

2. First impression

We can sometimes latch on to the first impression of a candidate, for example their entrance, handshake and first words. This can either lead to us dismissing talented candidates due to a mediocre first impression or glorifying sub-par candidates due to a strong first impression.

3. Non-verbal bias

Sometimes we can judge candidates on their body language rather than their skills, for example their eye contact, smile and general posture. Remember that interviews are stressful situations which can lead to a candidate’s body language being vastly different from when they’re relaxed. So, it’s important to bring the focus back to a candidate’s competencies.

4. Halo/Horn Effect

The halo effect occurs when we focus so much on one strength or achievement of a candidate, that we judge them as strong in all areas. This can result in overlooking genuine weaknesses of the candidate.

The opposite would be the horn effect. When a candidate is weak in one area, we can judge them weak in all areas. However, this can result in dismissing a candidate who is on balance highly capable.

5. Similar-to-me

We can sometimes show preference to a candidate because they have much in common in with us. For example, they may have gone to the same university as us, be the same ethnicity as us or have grown up in the same area as us. This distracts from the actual competencies of the candidate.

6. Cultural noise

This occurs when a candidate is trying to impress you by saying things you want to hear but is not what they actually believe. Rather than being swept away by these ‘right’ answers, try to read between the lines.

7. Contrast effect

Our judgement can be clouded when we compare candidates to each other, rather than to standard criteria. Such comparison can give mediocre candidates who interview after weak candidates, an unfair advantage over strong candidates.

8. Central tendency

This occurs when we are searching for the elusive, perfect candidate. But no one is perfect. As a result, interviewers can find minor faults with every candidate, even those who are high caliber and who are more than capable of doing the job well.

That’s a lot of ways we might be bringing bias into and coming out of an interview with. Being aware of them will help to prevent setting up barriers, for an otherwise ideal candidate but we have also put together advice to help avoid interview bias. Check them out here.

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