Interview Bias and how it can be avoided?

27 Feb 2020   .   4 Mins read

Interview bias: Why does it exist?

It comes as no surprise that more than 42% of recruiters on LinkedIn feel that interview bias is a major problem with traditional interviews.

Whether we like it or not, all traditional interviews end up being biased in one way or the other. In general, people tend to favor those who have similar interests or opinions as theirs and other factors like body language, place of origin, gender also largely contribute to forming an opinion about anyone. Due to all these factors, many times an individual’s skill which is the most determining factor of an individual’s success at the company takes a backbench.

This happens because of something called cognitive bias. Cognitive bias is a structured pattern of thinking that affects the way people make decisions or judgments. A cognitive bias arises from heuristics; otherwise known as mental shortcuts. They are formed due to factors like an individual’s life experience, their attention span, their emotions, their ability to process information, etc. which ultimately creates a pattern of thinking known as bias.

Bias and Bad Hire go hand in hand; Learn how

Often recruiters tend to confuse bias with a gut feeling while making hiring decisions. They fail to realize that these intuitions are in fact interview biases that can result in losing out on potential candidates who might be perfect for the job.

  • Unconscious cultural bias stunts innovation

    A bias fails to provide equal opportunity for all candidates. Diversity is considered to be an important catalyst for any organization’s growth. A survey by Deloitte found that employees are 83% more innovative in a diverse environment.
  • Wrong hire can cost upto 30% of the employee's first-year earnings

    Hiring the wrong candidate for the job will increase the costs and time spent on re-hiring. CareerBuilder says that companies have lost an average of $14,900 for each bad hire. You might also end up with negative PR on social media and bad reviews on glassdoor.
  • First impressions are deceptive

    In a study by the University of Toledo, it was found that recruiters tend to judge candidates solely based on their impression in the first 10 seconds of the interview. They spend the rest of the interview trying to confirm their first impression.

A bias-free solution: AskLua

At AskLua, we are firm believers that people should only be judged on their skills, and this was one of the major contributing factors that lead to the creation of this skill assessment platform.

  • Fortunately, Lua lacks a gut feeling and hence relies solely on evaluating candidates based on their skill.
  • For an AI assistant like Lua, gender, race, religion, etc, are abstract concepts that aren’t indicative of one’s competence and hence do not affect the hiring decision of a candidate.
  • Lua conducts customized interviews for as less $3 per interview, offering you a cost-effective bias-free solution.
  • Lua conducts bias-free conversational interviews, which makes the candidates feel comfortable and gives them a great interview experience.

Our AI assistant Lua is open-minded and has no preconceived notions about anything, hence all interviews solely focus on the candidate’s skills

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