5 REASONS WHY INTERVIEW/BIAS TRAINING DOESN’T WORK
Interview/bias training effectiveness is pretty low and research conducted in this field throughout the years is showing mixed results at best.
This makes sense due to several reasons:
1. The forgetting curve: 60% of the information that is taught in training is forgotten after 72 hours.
2. Resistance to change: people tend to default back to their baseline behaviors unless there is a system in place that reinforces the expected behaviors.
3. Lack of immediate feedback: even if people want to change their ways, biases tend to be unconscious. Unless they are made aware of the bias immediately or shortly after it occurred, it will be hard to act on.
4. Hard to track improvement: companies struggle with quantifying and measuring interview training effectiveness. When they do, it’s usually at an aggregated level (team, business unit, etc.), making it impossible to draw conclusions on how an individual interviewer (or a specific group of interviewers) can improve.
5. The future of training is more "micro-learning" and "learning at the point of need". Interviewers' training needs to be the same - directed, individualized feedback on individual biases, when they occur. This is almost impossible to do by humans since it requires so many resources.
So what should you do to reduce interview bias and increase accuracy and fairness?
The answer is in our Interview intelligence technology.
DON’T “WALK ME THROUGH YOUR RESUME”
“Walk me through your resume” is a fairly common interview question.
We believe the ROI on this question is low for these X reasons.
1. Been there, done that - By the time the candidate gets to an interview you have probably reviewed and even validated their CVs via phone screen and/or LinkedIn—why do the same again with the candidate?
2. Candidate experience -When you ask a candidate to walk you through your resume, it might appear that you haven’t taken the time to prepare for the interview. It might also paint you as unfocused and unsure of what you really want to know.
3. Focus, Please - It completely makes sense that you would like to drill down into a candidate’s specific and relevant experience, but we recommend doing so in a focused and skills-based manner. Instead of just reviewing the candidate’s experience in a chronological order, ask yourself:
1. What are the skills that are most important for the job that I have to assess in this interview?
2. What previous experience in the candidate’s CV implies that he might have that skill?
Then, you will be able to ask more focused questions with a higher diagnostic value.
For example, if developing and growing a team is a skill required for the job your are interviewing for and you find relevant, specific experience on a candidates resume, you can ask them: “You mentioned in your CV that in your last role you lead a team and grew it from 5 to 10 people. What is the biggest challenge you faced while doubling the number of team members? how did you deal with it? What is the recent activity you took in order to develop your team members”?
3 OUT OF THE 5 FASTEST GROWING JOBS IN THE US ARE HR RELATED
LinkedIn recently released it’s 2023 “Jobs on the rise” report, in which it recaps the 25 fastest growing jobs over the past five years, based on job title analysis.
3 out of the top 5 growing jobs are HR analytics manager (#2), DEI manager (#3), and Employee experience manager (#5).
These are very encouraging findings that demonstrate organizations’ understanding of the importance of making data-driven people decisions, making their workforce more inclusive and diverse, and engaging their employees in order to retain them and enhance performance.
For HR professionals which are either leading a team or a part of a team, it’s a good time to ask yourself:
Are these 3 components a part of our HR strategy?
Do we already have these positions/capabilities in our team?
Have we clearly defined metrics in each of these areas that we are working towards?
FIVE WAYS TO MAKE YOUR JOB INTERVIEWS MORE INCLUSIVE AND DIVERSE
Job interviews are a crucial part of the hiring process, but they can also perpetuate discrimination and bias if not handled properly.
Here are five ways to make your job interviews more inclusive and diverse:
1. Review the position’s description and requirements: Make sure that the language you use in your job description and requirements is gender-neutral and doesn't exclude any particular group of people.
2. Train your interviewers: Provide training to your interviewers on unconscious bias and cultural competency. This will help them avoid making assumptions about candidates based on their appearance, race, or background.
3. Create a structured interview process: Use a consistent set of questions for all candidates and avoid relying on the interviewer's gut feeling. This will help reduce bias and increase the diversity of your hiring.
4. Be mindful of your body language: Be aware of your nonverbal communication during the interview, including maintaining eye contact, smiling, and nodding when appropriate.
5. Encourage diversity in your recruitment process: Consider recruiting from a variety of sources and actively reach out to diverse communities. This will increase the diversity of your candidate pool and give you a better chance of hiring a diverse and inclusive team.
By implementing these strategies, you can create a more inclusive and diverse hiring process that will help you to find the best candidates for your organization.
Remember, diversity and inclusion are not only values, but also drives better performance and innovation.
WHY INCREASING DIVERSITY IN YOUR HIRING PIPELINE WILL NOT NECESSARILY RESULT IN MORE DIVERSE HIRES
Increasing diversity in your hiring pipeline is an important step in creating a more diverse and inclusive workforce, but it is not a guarantee that your hiring will become more diverse.
Here are several reasons why:
1. Unconscious bias: Even with a diverse candidate pool, unconscious bias can still play a role in the hiring process. Interviewers may unconsciously favor candidates who are similar to themselves or who fit a certain stereotype.
2. Lack of diversity in the decision-making process: If the decision-makers in the hiring process are more homogenous (in ethnicity, gender, perspectives), chances for hiring diverse candidates decrease, as they may apply stereotypes and not appreciate diverse candidates.
3. Lack of inclusion: Even if a diverse candidate is hired, they may not stay with the company if they do not feel welcomed and included. A company culture that is not inclusive or welcoming to diverse individuals can push out diverse hires and discourage diverse candidates from applying or accepting a job offer.
It's important to understand the goal is not to "check a box," but to create an equitable and inclusive hiring process and work environment where everyone can perform at their best.
Therefore, it is important to remember that increasing diversity in your hiring pipeline is only one step in creating a more diverse and inclusive workforce. It is crucial that you are tackling unconscious bias, promoting a culture of inclusion, and retaining diverse employees.
4 WAYS TO CREATE A POSITIVE CANDIDATE EXPERIENCE AFTER THE INTERVIEW
1. Don’t ghost - sounds intuitive, right? yet, so many companies don’t get back to candidates after they invested time and effort in the hiring process.
2. Don’t stall - waiting for an interview answer can be a nerve-wracking experience. If the time to make a decision is prolonged, keep the candidate informed and notify them when they can expect an answer, even if it’s a general range.
3. Provide feedback - in case you reject a candidate, don’t just respond generically with the “we decided to move forward with more suitable candidates” line. They invested their time and hopes in the process and what you can give back to them is extremely valuable — feedback. For example, “we feel your storytelling and data/python capabilities need to improve.” For even better feedback, be as specific as possible and, if possible, share examples from the interview. Some candidates might push back on the feedback, but most will appreciate the opportunity you gave them to improve for their next opportunity.
4. Collect feedback - both from candidates that were rejected and hired. Besides the fact that it will help you learn and improve your hiring practices, you are giving candidates a voice, which is a way to show respect and appreciation.
8 WAYS TO CREATE A POSITIVE CANDIDATE EXPERIENCE DURING THE INTERVIEW
For many, an interview is a stressful situation. As an interviewer you have the power both to create a positive experience for the candidate that will allow them to be at their best or induce more stress and create a negative candidate experience (see our #interviewhorrorstories).
So what can you do to help a candidate be at their best?
1. Smile - welcome the candidate with a smile — it’s as simple as that. This will immediately make the candidate feel welcomed and relieve stress.
2. (very short) Small talk - “How was getting here?”, “How has the process been so far?”, “How are you feeling today?” These types of questions help the candidate ease into the interview.
Disclaimer: do not get caught up in a conversation that can flow to irrelevant directions that might bias you, such as the candidate lives in the same neighborhood as you, and take up precious interview time.
3. Introduce yourself - your name, role, and short background.
4. Manage expectations - regarding interview goals, duration, stages (if they exists), note taking (”I will be taking notes throughout the interview in order not to rely on my memory, but on what you actually say”), allotted time for questions (”We will allocate 10 minutes at the end of the interview for your questions”).
5. Allow time for thought - some of the questions asked in an interview require pulling specific facts and stories from memory and some require heavy information processing. Not all candidates are “quick on the draw.” Allow candidates time to think and let them know it is ok to take their time. In cases when a reasonable amount of time has passed you can offer the candidate to go back to the question later.
6. Leave time for candidate’s questions - we sometime get so caught up with asking the candidate questions and gathering as much information as we can that we do not leave enough time for their questions. Remember, you can also learn a lot from a candidate’s questions and that the candidate also has to choose you. It’s your responsibility to provide them with sufficient information to make an #informedecision.
7. Thank the candidate for their time - again simple, but shows respect to the candidate’s time.
8. Share information on the next steps - “Expect to hear from us in the next X days, In case we move forward the next steps of the process are…”
3 WAYS TO CREATE A POSITIVE CANDIDATE EXPERIENCE BEFORE AN INTERVIEW
Before an interview, transparency and communication are the main contributors to a positive candidate experience: 1. Set expectations - regarding interview date and time, number of interviewers and their role, interview duration, interview medium (F2F, Zoom, Teams etc.) 2. Share information - what will be the focus of the interview? what types of questions will be asked? will the interview include some kind of a professional task? simulation? challenge? If you have sample questions that you can share with candidates in advance that will minimize uncertainty and allow the candidates to be at their best. If you are using an interview or video platform to conduct the interviews, make sure you share instructions on how to connect to the platform and check for audio and video. 3. Make candidates feel welcomed - send an email or a text a day before reminding the candidate about the interview and convey the feeling of anticipation from the organization’s side to meet and get to know the candidate better. Use phrases like: “We are excited/looking forward/anticipating to get to know you better.” You can also create anticipation from the candidate’s side by writing: “During the interview, the interviewers will share more about the position and department and how do these connect to the organization’s mission,” “You will have a chance to learn about…,” or “You’re invited to ask questions regarding…”