Resumes are a starting point: a snapshot of skills and experience. But in the interview stage, a whole new set of hurdles can emerge, particularly for candidates from underrepresented groups. Here’s where the ugly truth of institutionalized bias creeps in, shaping decisions based on factors entirely unrelated to a candidate’s qualifications.
Institutionalized bias refers to the systemic processes and norms within an organization that perpetuate discrimination. It’s not always malicious, but its impact can be just as detrimental. Let’s delve deeper into how bias manifests in interviews and explore actionable steps to dismantle it.
Unconscious Bias: The Invisible Infiltrator
We all have unconscious biases – snap judgments influenced by background, experiences, and societal stereotypes. In the context of interviewing, this might lead to an interviewer favoring a candidate from a similar educational background or unconsciously penalizing someone with a non-traditional career path.
Beyond the Resume: A Look at Interview Structure
The interview structure itself can be a breeding ground for bias. Unstructured interviews, where questions vary depending on the interviewer, open the door to personal biases influencing the flow of the conversation.
Similarly, a heavy focus on a candidate’s “cultural fit” can be problematic. While cultural fit is important, it can be misinterpreted to mean someone who thinks exactly like the existing team, hindering the opportunity to build a diverse and innovative group.
Shifting the Focus: Skills and Potential
So, how do we move beyond the resume and dismantle institutionalized bias in interviews? Here are some key strategies:
- Standardize Interview Questions: Developing a set of standardized interview questions ensures all candidates are evaluated on the same criteria. This reduces the chance of unconscious bias influencing which aspects of a candidate’s experience are explored.
- Focus on Specific Skills and Achievements: Behavioral interview questions that delve into past experiences and how a candidate tackled specific challenges can be a great way to assess relevant skills.
- Invite Diverse Interview Panelists: Including interviewers from different backgrounds can help mitigate bias by introducing a wider range of perspectives to the evaluation process.
Building a Culture of Inclusion
Ultimately, dismantling institutionalized bias goes beyond interview techniques. It requires a commitment to fostering a culture of inclusion within the organization. This involves:
- Unconscious Bias Training: Providing training to hiring managers and interviewers on recognizing and mitigating unconscious bias can significantly improve the fairness of the hiring process.
- Data-Driven Decisions: Track hiring data to identify any patterns or trends that might suggest bias. Analyze the demographics of who progresses through the interview stages to identify areas for improvement.
By taking these steps, we can move beyond a resume-centric approach and create a level playing field in the interview stage. This allows us to hire the best person for the job, regardless of background, and build truly diverse and successful teams.
