Use Structured Interviews
By Jeff Altman, The Big Game Hunter
LinkedIn wrote, A way “to avoid bias is to use structured interviews, where you ask the same set of questions to each candidate, and use a standardized scoring system or rubric to rate their responses. Structured interviews reduce the variability and subjectivity of the interview process, and allow you to compare candidates more objectively and fairly. They also help you focus on the skills and competencies that are relevant and essential for the role, rather than on superficial or personal factors.”
I commented, “This may be obvious to many of you but when you bring others into the process, they see people differently than you. When you have your team conduct structured interviews, develop an answer key to your interview questions that defines what a perfect answer would be, an average one, and a substandard answer. Define what a 10 is. Define what a one is. Define different grades in between. Remember, your interviewers may disagree with a person’s answers and be wrong. Your view as a leader is to ensure that bias is eliminated from the process so you hire talent that can do the job you have open.”
Be Prepared When You Interview Someone
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