From the course: Integrating Performance Management into the Hiring Process
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Overcome bias
From the course: Integrating Performance Management into the Hiring Process
Overcome bias
- Without a performance-based job description as the primary criteria for accessing competency, interviewers use their own biases in making the assessment. In these cases, something other than the candidate's ability to do the work will be used to make the hiring decision. One way to eliminate the impact of bias is to recognize the problem right away when you first meet the candidate. Consider that whenever you feel relaxed when first meeting a candidate, you'll naturally start to seek out positive confirming information and ignore the red flags. The opposite happens when you meet someone who quickly turns you off. You then unconsciously go out of your way to prove your hunch is right by asking more difficult questions and minimizing any positive answers. Reverse logic in doing the opposite can help you become more objective based on this initial reaction. In this case, when you instantly like someone, ask more…
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