Combatting Interview Bias
What does “interview bias” mean? It’s when an interviewer makes an unfair or inappropriate judgment of the interviewee, or when their judgment is prejudicial, which means ‘decided in advance without any evidence.’ We mostly think of negative bias, but positive bias can be a problem too - getting hired for the wrong job can be just as bad as not getting hired for the right one.
When we suspect that someone is judging us negatively, we tend to feel frustrated or angry, which can lead to resignation, hopelessness and even shame. When we are judged too positively, we usually feel a deep sense of embarrassment. These feelings are important, and you need to pay attention them – they are telling you what’s really going on in the interview.
Interviewers can suffer from many different types of bias. Some of this bias might be based on social myths or conventions, and some can even be intentional (like race or gender discrimination, which are actually against the law). But most of the time, interviewer bias is much more subtle than that, and it’s likely the interviewer isn’t even aware of it.
After checking the facts, it’s an interviewer’s job to “get a feeling” whether an applicant is the “right fit” for a job. It’s a subtle, intuitive process, and this is where bias is most often a problem, with the interviewer and interviewee ‘pushing each other’s buttons’ in ways that neither of them understand or are aware of. This isn’t to excuse interviewers from bias, or suggest that being the victim of a biased decision is the interviewee’s fault. Interviewers who let their biases interfere with their work aren’t doing their jobs; they cost their companies time and money, and keep good candidates from jobs they need. But people are only human, they can make mistakes, and bias does happen. This is what makes developing strategies to combat interviewer bias so important.
So, what can you, the interviewee, do about bias? I suggest using impression management techniques. Bias is usually triggered by first impressions. First impressions happen very quickly, in minutes or seconds, and in lots of ways, through our demeanor, communication process, clothing, even posture. Using some simple impression management techniques, you can identify these factors, control them, and use them to combat potential bias – and make your interviews more successful. The techniques are based on the core qualities of counseling: self-awareness and self-reflection. A good counselor can walk you through these techniques in a few sessions; you will be astounded at how much better and easier your interviews go when you use them.
To get you started, here’s the most helpful single strategy for managing the impression you make on others: Consult with a trusted mentor or friend; someone you trust, someone you know will tell you the truth, and who isn’t afraid of hurting your feelings. Have that person act out an interview with you, and do it seriously. Wear the same clothes you wore to your last interview. Ask and answer some of the actual questions you’ve been asked in real interviews, not just the ones you thought were okay, but the ones you thought were bad, too - especially the ones that made you upset or angry. Then ask them, “What impression did I make on you – and what did I do to make it?”
Written by Dr. Francesca Giordano Ph.D., LCPC