Have you ever suspected a potential employer of bias against you because of your looks, your age, your gender, or your sexual orientation? Have you dealt with interview failure by looking up the name of the person who actually got the job, and fumed because it seemed like the interviewer chose a less-qualified candidate who just happened to be more outgoing, more attractive, or more similar to the interviewer than you?
Be assured there’s solid evidence to back up your suspicions. According to Psychology Today, job interviewers are often biased, favoring people who look like them—or who simply just look attractive. Furthermore, job interviews often favour people with certain personality traits—such as extroversion—even though most workplace tasks can actually be done equally well by introverts.
So, what are some of the best alternative hiring methods that can avoid the interview bias and other pitfalls accompanying the traditional job interview process?
Choose employers who use structured interviews
In a structured interview, questions are planned in advance and asked in the same order for each candidate, thus eliminating some of the potential for interview bias. TalentLyft explains, “Since in structured interviews all the candidates are asked the same questions, it’s easy to compare their answers and hire the right job candidate.”
Apply to jobs where interviewers use situational interviews
In a situational interview, candidates are evaluated on their response to hypothetical work-related situations. The Balance Careers explains how situational interviews help avoid the interview bias inherent in traditional interviews: “The best answers to situational interview questions provide concrete examples of how you handled a similar situation on the job. That way, you’re providing the interviewer with solid information based on a past real-life circumstance that you dealt with successfully.”
Attend a blind job audition
Some jobs now are holding “blind” auditions, meaning the job candidate auditions for the position without being physically seen by the prospective employer. For example, in one study, some symphony orchestras used a “screen” to hide the performer’s identity from those who are evaluating the performance. This approach can also reduce the biases of the traditional job interview: the American Economic Review found data from real auditions showed “the screen increases the probability a woman will be advanced and hired.”
Why not add this idea to your list of Zoom interview tips and ask the interviewer if it’s okay to be interviewed off-camera?
Use a bias-free AI hiring platform
Artificial Intelligence now permits job seekers to find a job through new online platforms that can promise a resume-free, interview-free, bias-free hiring experience. For example, Geekbidz allows job seekers to fill and rank their skills and experiences and view jobs that fit their skills. Hiring takes place through an on-the-job evaluation...all without the job seeker having to submit a resume or go through an interview.
Traditional Interviews Are Biased and Ineffective—But There Are Many More Effective Alternatives
It’s true, the traditional interview process is broken, marred by interview bias and a failure to match job candidates with the positions their skills are really suited for. Nonetheless, there are several alternatives that are less commonly explored. Why not ask a potential employer in advance what type of hiring process they use or ask them to consider different options? Or why not try a new hiring solution that can eliminate the frustrations of resumes and interview failure and let you immediately showcase your skills in an on-the-job evaluation?