How Structured Interviews Reduce Bias in Recruiting

HR Question: How can organizations use structured interviews to create a more consistent and objective interview process to reduce bias in hiring decisions?

HR Answer: Employers may find bias in their recruitment process at any point. Our recent article examines how to identify areas of potential bias because it is a challenge many organizations face, typically resulting from a process problem.

When interviewers rely too heavily on gut instinct, they may feel confident they are picking the "right" person. Things like communication style, confidence or how familiar someone feels often drive those instincts, not whether the candidate has the skills that the role requires. Structured interviews can help reduce the reliance on our "gut." A more structured interview process helps slow down those snap judgments. It encourages hiring teams to focus on evidence instead of impressions. It also creates a better experience for candidates because the hiring team evaluates everyone the same way, and each candidate understands what the organization is really seeking.

Please select this link to read the complete article from OSAP Member Clark Schaefer Strategic HR.