manifest themselves in many ways. Here
is one thing to keep in mind, however:
anyone can convince themselves of
anything, and once a judgment is made,
it isn’t too difficult to find evidence which
seems to corroborate that judgment, at
least at face value
INTERVIEW BIAS
Here are some common biases that can
hinder a successful hiring process:
Overconfidence – We are way too
confident in our abilities. Those of us
who firmly believe in our own objectivity
are those most likely to succumb to bias.
Recency – We tend to give more weight
to recent info rmation.
Affinity – We like people who are similar
to us or remind us of someone we like.
Beauty Effect – We attribute qualities to
people based on their appearance.
Ego Depletion – When
willpower is diminished.
fatigued,
Comfort Effect – Interviewers tend to
rate candidates more highly when the
interviewer has a warm beverage in their
hand.
WAYS TO COMBAT BIAS IN JOB
INTERVIEWS
Most mistakes made by hiring managers
occur during the first 30 minutes of a
job interview. Most of those mistakes
are made because of preconceptions.
Combating job interview bias is not an
easy task, but there are certainly some
things a hiring manager can do in order
to overcome it:
Take note of your first impression of
someone, and then determine whether
stereotypes or unconscious bias are
tainting your view.
Set clear criteria that are directly related
to the performance of the available
position before the selection process
begins, and encourage accountability
by all team members to explain decision
making when hiring.
Utilize two interviewers and require
them to compare notes and then agree
on a combined score.
Match your candidate with the skills you
have listed in the job description. Follow
this up by asking relevant questions.
Measure your first impression twice:
immediately
upon
meeting
the
candidate and again 30 minutes later,
once you have actually had adequate
time to make proper judgments.
HUMAN INTELLIGENCE VS.
ARTIFICIAL INTELLIGENCE
Given our innate biases as humans,
wouldn’t it be more efficient to interview
job candidates using a computer
program that doesn’t have the same
problem? It turns out that algorithms
outperform human hiring managers in a
wide variety of jobs and settings. Don’t
be surprised by people’s aversion to
automated decision making, though.
Forecasters frequently choose a human
solution, even when presented with
evidence of an algorithm’s superior
performance.
The best solution is to leverage the
strengths of both human decision
makers and automated support systems.
A-PLAYER SYSTEM
The A-Player System helps companies
create a high-performing workplace
culture by starting with the root of it
all—hiring the right people. It combines
human and artificial intelligence to
create a comprehensive process that
makes hiring better, easier, and more
productive. It consists of three parts:
1. Strategic Workforce Consulting
2. Project Management
3. Hireology’s Hiring Software and
Talent Acquisition Technology
Businesses use the A-Player System to
deliver consistent and repeatable hiring
decisions, leading to a lower turnover
rate and increased profitability. The
organic lawn care company, Pleasant
Green Grass, utilized the A-Player
System to find the right replacement for
their Office Manager in just one month.
“Hands down, this process is faster and
more effective than what I did previously,”
says CEO Scott Walker. “I am finally
putting together my dream team. It’s is
a game changer. It is something I know
I can turn to and get results from. With
Jim’s strategic guidance and the power
of Hireology, I know I am going to find
who I am looking for. I’m able to make
confident hires and focus on growing my
business.”
The A-Player System overcomes the
limitations of human bias by using a
structured process that combines the
best practices from behavioral sciences
with talent assessment algorithms.
The outcome is you hire better people,
easier and faster — and who doesn’t
want that! u
FOR MORE INFORMATION AND TO READ THE FULL CASE STUDY ON
PLEASANT GREEN GRASS, PLEASE VISIT WWW.APLAYERSYSTEM.COM.