Interview Guidelines
Interview Guidelines
Having interview guidelines for your hiring teams to access before and during each interview is important for setting best practices in recruiting! Make a copy and customize to add details that is specific to your company org.
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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.
Slack Channel Etiquette
(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.
Practical Tips
Interview Bias & Illegal Questions
Bias is a prejudice in favor of or against one thing, person, or group. Unconscious biases 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 diverse candidates. Awareness will help us to identify and overcome our own implicit biases.
Type
Description
1
Affinity Bias
When we unconsciously prefer people who share similar qualities to you (ie. candidate shares the same alma mater or hobbies)
2
Attribution Bias
The way we perceive your own actions and those of others (ie. attribute accomplishments in others to luck or external benefits, and their failures to a lack of skill or personality. causing more focus on faults.)
3
Confirmation Bias
When we look for evidence to back up our own opinions, selective observation (ie. the candidate was 10 mins late, and throughout the interview you look for evidence to back up your judgment of their poor organizational skills)
4
Contrast Effect
When we compare two or more similar things to one another, rather than on it’s own merit (ie. comparing the last two recent candidates to one another vs comparing the skills and attributes for the job)
5
Halo Effect
When we overly focus on one great feature about a person, and it overshadows any negatives
6
Horns Effect
When we overly focus on one negative feature about a person, and it overshadows everything else
7
Conformity Bias
When our views are more swayed by others (ie. when one surrenders their own opinion in favor of the majority)
8
Gender Bias
A preference for one gender over another for certain roles, and the attributes you associate with them
9
Beauty Bias
Unconscious note of a person’s appearances and associate it with their personality (ie. assuming someone who dresses professionally is an organized or more skilled person)
There are no rows in this table
Type
Description
Awareness
1
The first thing we can do is to identify our unconscious biases. Recognizing how our experiences have shaped our perspective is important.
The (IAT) measures attitudes and beliefs about different topics. This test helps draw data on unconscious biases you may have.
Engagement
1
Set up a diverse interview panel and ensure interviewer engagement and etiquette
Bias
4
Setting up Job Descriptions with more balanced and neutral word choices (adjectives)
Focus on qualifications and talents vs demographic characteristics when reviewing resumes
Gauge for skills, knowledge, and potential through a Coda exercise. Have a clear rubric for grading pass / no pass for moving on to the onsite stage
Structure interviews by having standardize interview questions with a grading scale that you go through in the same order for each candidate. Questions should focus on gauging what directly impacts performance
What If...❓
Who
Scenario
Solutions
Interviewer
I'm running late for my interview
My interview is running long
I don't see a Zoom link in the invite
I can’t make my interview
Candidate
I'm on the Zoom call, and the candidate is late.
The candidate has bad wifi/noisy background.
The candidate is having trouble sharing their screen.
The candidate's audio isn't connected.
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