Interviewing - Successful Selection

by Jane Tredgett

Avoiding bias

Even well-structured interviews can still be biased – we are swayed by our own likes and dislikes; certain factors trigger us positively or negatively, and we often make our decisions on subjective rather than objective approaches.

In order to make effective decisions and choose the right candidate for the right reasons

  • Adopt the same format and style for every interview for the same job
  • Ignore the views of other interviewers until the process has been completed
  • Maintain a friendly but neutral attitude throughout the interview
  • Let each candidate settle down and relax before posing challenging questions
  • Do not show disapproval, either verbally or non-verbally
  • Put key questions to all candidates in the same way
  • If you have any concerns about a particular aspect of a candidate’s application, this should be discussed in more detail towards the end of the interview
  • Ask open and behavioural questions and listen to the answers, showing interest and trying not to interrupt
  • Use the role profile and person specification to structure the interview and provide criteria for the questions to be asked
  • Beware of your own personal prejudices and stereotyping based on judgment, not fact.