Delivery in day(s): 3
A candidate enters in any organization when he qualifies the interviews. It takes really hard for a candidate to patiently go through the employee selection process reaching to the final step of hiring. The reputed companies take selection process to be a very responsible task with proper care and managed handling. But many times, due to small carelessness, many problems are created both for the management as well as the employees which can even defame the company’s image. This results out in many instructed and unorganized organization behaviors. Though it may be a small mistake done by any employee of the company, specially the core hiring department and the human resource management, yet the whole company has to pay for this.
Many times it happens that a candidate possesses all the required skills and qualifications. Still he is not selected. He may be the victim of interview bias. One of the major unfortunate situations is that the candidate doesn’t even know what is happening. Interview biases can take place due to many reasons. But always they put the negative consequences. An interviewer can be biased while the employee selection process. On the basis of my study of interviews and selection processes, I have come up with some points which can lead to unfair means in the selection process.
Some common situations which can generate the bias during interviews are as follows:
Personal Clash: The interviewer may have some personal clash with the candidate. May be professionally or personally. This can create to such situations. He may not hire that condition on this basis.
Interview Tensions: During the process, many times, there is a possibility of the situations being tense between the interviewer and the candidate. This can also lead to biased situations.
Personal Contact: This happens in the interviews. A candidate may have personal relations with the interviewer. The interviewer will tend to give him priority. No matter if he is better suited or not. This results in unfair selection process. It leads to the exclusion of better and well skilled candidates.
List of Interview Bias:
Following interview biases commonly takes place in the selection process. These biases must be taken care of, both by the interviewer and the candidate.
- The Halo Effect Bias: This is a cognitivebias. Our overall impression of a person influences how we feel and think about his or her character. A candidate’s overall impression can influence the thinking of an interviewer regarding his/her character. It is also known as the physical attractiveness stereotype and what is beautiful is good principle. An Americanpsychologist, Edward Thorndike, coined this term.
- Leniency/Strictness Bias: Some interviewers are very lenient while others are any strict with logical and reasoning approaches.
- Appraiser Bias: This bias is based upon applicant’s personal beliefs, attitudes, nature, preferences, assumptions, demographic differences etc.
- Horn Effect and Negative Emphasis Bias: The interviewer many times examines a candidate just on the basis of a single characteristic. It’s like you enter the interview cabin elegantly with an attractive smile on the face and energetically say, “Isn’t today an awesome day?” And the interview starts to assume you according to this behavior.
- Contract Bias: When the interviewer compares the applicants to each other and all other applicants to a single one. For example, if Simon is weak in some skill, other applicants will appear to be comparatively qualified than him.
- Generalization Bias: This typical bias occurs when the interviewer judge a candidate on the basis of situational behavior. It is natural to be nervous during the interview and the interviewer may take it as a habit of the candidate.
- Cultural Noise Bias: It occurs when the candidate replies to the interviewer based on the facts and information, which he thinks can help him get the job. There is myth of replying the questions which can please the interviewer or which interviewer want to hear.
- Non Verbal Bias: This bias is based on the candidate’s body language.
These are some of the common biases which are encountered during the selection procedure. Though biases are natural as well because we are young, we belong to different ethnicity, we have different education, and our understanding also differs depending upon our experiences, so these values have morphed us in different ways. We represent different set of belief, values, perspectives and preferences individually. Sometimes interview biases can create unwanted problems which can adopt a serious face. So it’s a moral duty as well to cope up with these biases.