All of us as human beings have biases. Some people just have more or stronger ones than others. That’s not always a problem. However, if you’re engaged in an active job search or planning one, biased interviewers can definitely pose a huge problem.
An article by Greg Moran on RecruitingTrends.com, “Three Tips for Managing Biases that Destroy the Interview Process,” points out some critical elements of this situation from the perspective of HR and hiring managers, but it’s worth reading as a job seeker.
Moran asks some pertinent questions, such as, “Did you ever feel like you were asked questions that had more to do with the personal interests of each interviewer versus the job itself? Similarly, did you ever sense you were selected to interview not because you had all of the right skills for the job but because the hiring manager liked just one characteristic on your resume…?”
Biased interviewers could keep you from being seriously considered for a position that’s a great match for your qualifications. On the flip side, if they like something about you, they could help you land a position that you really aren’t that well suited for–which is almost sure to end up as a disaster. Either way, the outcome of those interviews hasn’t done you any favors.
Not only do you have to contend with possibly biased interviewers in a job search but also with your own interview biases–or biases that have affected other key aspects of your job search.
As Moran’s article puts it, “For example, candidates may unintentionally overvalue or undervalue their performance accomplishments on a previous job [on the resume or in an interview]. Hence, such miscommunication is likely to inaccurately rank a candidate because the interviewer will either wrongly disqualify or qualify them….”
Moran offers a few tips for interviewers in this regard:
From your standpoint as the job seeker, I suggest considering at least the following: