6 Steps to Conducting Bias-Free Interviews

Noel Diem |

Bias: A tendency to favor or oppose, often based on personal beliefs/preferences.

Are your interviews filled with bias? It could stop your company from getting the quality hires it needs if they are. Conducting bias-free interviews is one of the only ways to get the true best of the best.

6 Steps to Conducting Bias-Free Interviews

Not sure if you have bias? If you aren’t actively fighting it, it may be there. Bias can unknowingly seep into interviews, affect decisions, and cause churn. Fighting against bias doesn’t end with hiring, but it does start there. 

So, how can you remove bias from your interviews? 

Take these six steps to learn how to conduct unbiased interviews. Depending on your current state, you may have to do more or less. However, taking even one of these steps can help put you in a better place.

Step 1: Understand Types of Bias

Bias manifesting in the interview process comes in multiple forms. It influences hiring decisions without us even realizing it! So how can you eliminate it? The first step is to be aware of these biases to conduct fair and unbiased interviews. 

This isn’t an exhaustive list of the types of bias you may see, but it is a list of the most common types:

Age Bias

Age bias in the hiring process is a prevalent issue that often goes unnoticed. It occurs when a candidate is discriminated against due to their age. It may be that they are “too young” or “too old” for the role, according to someone interviewing them.

What this looks like: 

  • Assuming an older candidate lacks the technological skills to do a job. 
  • Younger candidates being perceived as entitled because of generational stereotypes.

What can you do? To combat age bias during interviews, focus on the candidate’s qualifications. By shifting the emphasis towards skills, employers make decisions based on merit. 

Gender Bias

Gender bias occurs consciously or unconsciously. It happens in assumptions about someone’s abilities based on gender rather than qualifications.

What this looks like: 

  • Assuming a woman will take on a nurturing role.
  • Assuming a male candidate has better leadership skills.

What can you do? Ensure that job descriptions use neutral language that does not favor one gender. Additionally, focus on evaluating candidates based on their performance and potential. Encouraging diversity within your hiring team mitigates gender bias as well. 

Pregnancy and Motherhood Bias

Pregnancy and motherhood bias in the workplace manifests itself in various subtle ways. This bias results in discriminatory treatment during hiring and promotion decisions.

What this looks like:

  • Assuming pregnant employees or mothers are less committed or capable
  • Picking a male candidate because he’s more likely to work late.

What can you do? Provide parental leave policies, flexible work arrangements, and childcare support. Be sure to train employees on this type of bias. It is one of the most common, yet least talked about.

Religious Bias

When it comes to conducting bias-free interviews, addressing religious bias is crucial. Individuals coming from diverse religious backgrounds deserve equal consideration in the hiring process. Avoid making assumptions about a candidate based on their religion. Focus on their qualifications and skills relevant to the job instead. 

What this looks like:

  • A candidate wears religious attire such as a hijab or turban to an interview. The interviewer assumes that they need time off for religious holidays or prayers. They end up not hiring them.

What can you do? Ensure that interview questions do not touch upon personal beliefs or practices. Only do so unless they relate to the job requirements. Respect candidates’ privacy and refrain from asking intrusive questions about their religion.

Nationality and Origin Bias

When conducting interviews, addressing nationality and origin bias head-on is crucial. This bias manifests in language skills, work ethics, or cultural fit assumptions. Recognizing that these stereotypes have no place in the hiring process is essential.

What this looks like:

  • Assuming someone cannot do a job because of a language barrier
  • Not hiring someone who comes from a different part of the world because they are from that place

What can you do? Focus on the candidate’s qualifications and experience rather than their background. Encourage interviewers to ask questions about skills and competencies relevant to the role.

Step 2: Build a Diverse Hiring Team

Creating a diverse hiring team is crucial in ensuring bias-free interviews. 

When different people are involved, you gain valuable insights to make decisions. Diversity within the hiring team helps to challenge assumptions and prevent unconscious biases. Each person brings unique experiences and viewpoints to the table, creating a holistic view. 

How can you do this? Have a mix of individuals from different departments, roles, and locations. Ensure that you have people who come from unique backgrounds as well. 

Don’t think of this as a way to check the diversity box. Instead, consider it a way to improve your hiring processes. 

Step 3: Implement Bias-Free Recruitment Techniques

When conducting bias-free interviews, your recruitment techniques play a crucial role. To ensure fairness, consider implementing strategies that minimize unconscious biases. 

One effective technique is utilizing structured interview formats. Create a set of questions to evaluate them based on qualifications and fit. This eliminates personal preferences. Use the same questions with all applicants.

Another approach is blind resume screening. Removing identifying information such as name, gender, or age makes the focus skills. This simple change reduces potential biases during the initial candidate evaluation stage. 

Furthermore, incorporating diverse interview panels provides multiple perspectives and helps mitigate individual biases. This leads to an objective evaluation of candidates’ abilities and potential organizational contributions. 

Implementing these bias-free recruitment techniques creates a level playing field for all applicants. It increases the likelihood of making fair hiring decisions based on merit.

Step 4: Improve Your Interview Questions

Crafting thoughtful and inclusive interview questions is essential in conducting bias-free interviews. Start by reflecting on the purpose of each question. Are they related to the candidate’s qualifications for the role? Consider asking situational or behavioral questions focusing on how candidates approach real-life scenarios. This can provide valuable insights into their problem-solving skills and decision-making processes. Avoid questions that reveal bias, such as inquiries about relationships, families, or plans. 

Instead, concentrate on assessing skills, experiences, and competencies that align with the position. Additionally, consider incorporating questions that promote diversity and inclusivity within your organization. For example, you could ask when they understood different perspectives or worked with a diverse team. 

matter management and matter updates

Step 5: Set Goals (Based on the ROLE)

When conducting bias-free interviews, setting goals based on the role is crucial. Each position within a company requires specific skills, qualifications, and attributes. Before beginning the interview process, outline what success looks like in the role. This will help guide your questions and evaluation criteria during interviews. Consider what key performance indicators (KPIs) are important for measuring success. By setting these goals upfront, you better assess candidates based on their potential. 

Aligning your interview questions with the goals of the role helps eliminate biases. Focus on asking candidates about their experiences and capabilities in achieving these objectives.

Step 6: Get Feedback from New Hires

Your new hires are a valuable source of insight into your interview process. After settling into their roles, ask for feedback on the hiring process. Their perspectives can shed light on any biases that may have unknowingly crept in. 

By creating an open and safe space for new employees to share, you show them that their opinions matter. This helps improve your future interviews and fosters a culture of inclusivity. Encourage honest feedback by assuring anonymity and listening to what they say. Remember, the goal is continuous improvement, and constructive criticism is instrumental.

Dos and Don’ts for Bias-Free Interviews

When conducting bias-free interviews, there are several dos and don’ts to keep in mind. 

First, do ensure that your interview panel represents a diverse range of perspectives. This can help mitigate unconscious biases that may arise during the hiring process. 

Do create standardized interview questions for all candidates to ensure fairness. Avoid asking personal or irrelevant questions that could lead to biased decision-making. Focusing on each candidate’s qualifications and experience is important rather than making assumptions. 

Don’t make snap judgments based on appearance, name, or background. Additionally, avoid using language that could be interpreted as discriminatory or exclusive. 

Follow these guidelines and stay mindful to build a more inclusive hiring environment.

Are you ready to eliminate bias in your hiring process?

Conducting bias-free interviews is crucial for attracting top talent and promoting fairness. By following the six steps in this article, you can create a fairer hiring process. 

Go ahead and implement these steps in your next round of interviews to ensure that you’re creating a level playing field for all candidates. Let’s work together towards building a more inclusive workforce where everyone has an equal opportunity to succeed!

Need help? Mitratech’s talent acquisition software helps you make better, fairer hiring decisions. Click here to request a demo.

Our focus? On your success.

Schedule a demo, or learn more about Mitratech’s products, services, and commitment.

Contact Us