Want to keep your interviews bias-free? Here are the top 5 Ways!

JK Consultants YouTube Profile Pic

Ready to Find Your Next Star Performer?

Interviewing takes a lot of time and effort. One thing that I’ve found helpful to keep interviews bias-free is a little bit of a standard.

The work load seemed to lessen with interviews when I set up a 5 step process to help them be less biased.

1.  List of questions
Create a list of questions that you ask everyone interviewee. Why? You’ll be able to compare your candidates “apples to apples” if you ask the same questions. Remember, the goal is have bias-free interviews and this will ensure that happens.

2.  Note taking
Be sure you have their resume handy and feel free to scribble down info that stands out to you as your interviewee speaks. You’ll not remember as much as you think. Plus, if you conduct numerous interviews of the same questions, they will begin to run together.

3.  Comparison chart
Don’t skip this step! Make a chart of the key points you want in a new employee. Then place your top candidates into the chart based on whether they qualify for each area.
A comparison chart is one way to take a quick glance and see who would be the best fit for your company.

4.  Explain your decision
After you have interviewed, taken notes and used a comparison chart you need to make a decision. Which candidate is right for the role? You’ll need to be able to explain your decision and even justify it to others in the company.
Be prepared to explain your decision and then go to the last step.

5.  Second interview
Once you are able to explain your decision, ask someone else in the company to do a second interview of your top candidates. You want to make an unbiased interview decision so involving someone else is a good way to pull that off.
Two heads are better than one and you can discuss the candidates together after the second round of interviews.

A standard in place will help you to be more bias-free during your company’s interview process. I’ve found that a list of questions, note taking, comparisons, justification and a second interview are essential to getting that standard in place.

If you have any questions about this article, or about how we can help you with your current team building, performance, leadership, strategy, and / or hiring needs, contact us today!

If you need help finding your next STAR performer,

contact us and ask about our ONE YEAR GUARANTEE!

JK Consultants
(209) 532-7772

www.JKConsultants.com

Our 1 Year Guarantee: 97% of the candidates we place have 4+ year tenures with their organizations.