As an interviewer, you represent your company
! Here are a few general best practices on interviewing that is DEI friendly, will help increase engagement, and prevent bias in the hiring process. A positive candidate experience can have a ripple effect for employer brand.
(Note: Create private interview slack channels for your hiring team on the day of final onsite interviews - this will allow for seamless communication between the hiring team. The channel can be archived when interviews are finished.)
Use your slack channel to communicate with the interview panel
, and to let the next interviewer know if you’re running late or over on your session. This ensures a more seamless transition of interviews for our candidates.
discuss any feedback regarding the candidate’s interview in the Slack channel because it can create a bias for other interviewers.
Please make sure that your feedback is private,
and should be submitted using your ATS (Applicant Tracking System) scorecard.
If your interview is running over time, make sure to let the other interviewers know in the slack channel.
Show up to the interview on time!
Turn on your video display
Ask candidates the same questions in the same order
Send Positive Non-verbal signals
body language (try to face them, or explain camera position if using external monitor)
eye contact (explain that you’re taking notes)
a friendly smile goes a long way
ie: “hi folks” vs. “hi guys”
Avoid questions that might cause bias towards a
Avoid pointing out observations of their video background (unless it’s a virtual background)
Leave time for the candidate to ask questions at the end
Leave the candidate MORE excited about the company after your session together
If you are unsure of something, reach out to the recruiting team!
slack channel #recruiting-questions
(Note: Create a general recruiting-questions slack channel for folks to ask hiring related questions)
Interview Bias & Illegal Questions
is a prejudice in favor of or against one thing, person, or group.
are social stereotypes and opinions about certain groups of people and situations that are formed outside our own conscious awareness.*
We all have it
. They’re formed from your knowledge, culture, and experiences throughout your life. Unconscious bias is more prevalent than conscious prejudice, and is often incompatible with one’s conscious values.
Whether positive or negative,
unconscious biases can result in unfair and inaccurate judgment in hiring,
and can impede a team from hiring more
. Awareness will help us to identify and overcome our own implicit biases.
Types of Unconscious Bias