Interview Bias: Overcoming the
Silent Forces Working Against You
By: Simma Lieberman - [self]
Posted 11/20/05
Your job interview is tomorrow.
You know your appearance will matter, so you polish your shoes and brush your
hair. You realize your interviewer will have your resume in hand, so you've come
prepared to explain every minute detail included on it. You've even done
practice interviews and prepared your responses to all the trick questions. Are
you ready? Not yet.
There remains a single type of preparation that you should do that can make or
break your interview-knowing how to handle the possible biases of an
interviewer. You need this knowledge because of a simple reality; interviews are
subjective, no matter how many objective indicators are introduced. Interviewers
are human, and all carry with them some assumptions about different types of
people. Despite what may be valid attempts to leave these assumptions behind in
the process, even the most earnest interviewer may be letting some of these
biases make their way into the decision-making process. The best candidate for a
job has many a time been passed over in the interview process because of bias.
You don't want to be one of them.
You're not likely to be able to change the bias itself in the short duration of
the interview, and you may not be able to recognize it with so much else going
on. You can, however, increase the chances that the interviewer will not apply
their biases or assumptions toward you. This means preparing for the possible
biases of an interviewer before you encounter him/her. You therefore need to
recognize the most likely biases people have toward you and prepare to address
these biases in interviews to minimize their impact.
Pinpointing Potential Biases
Many people think biases surround visible differences that people have, like
race, gender, or appearance. This is true. However, biases usually run much
deeper and assumptions are made about a number of other potential differences
you may have with your interviewer. An interviewer may unconsciously make
assumptions about you based on the way that you speak, your age, or any of the
background information you have listed on your resume.
To figure out some of the biases that may surface, give some thought to comments
people have made to you in the past that surprised you. Have people thought you
were much younger or older than you actually are? Have they assumed you were
less intelligent because of your accent? Have you been labeled because of the
way you dress? Have people been surprised to learn something in particular about
you? Make a list of some of these assumptions or obstacles that could impede on
the interviewer from seeing you as the best candidate.
Use your friends to add to your recollection. Ask them what their first
impressions of you were. Colleagues from the past are especially valuable since
they know you in a work atmosphere and work attire. Have friends read through
your resume and create a list of five statements they would make about you based
on your resume. Ask them to limit their responses to information on the resume
and explain your goal in the exercise so you get honest answers. Combine these
statements with ones people have made about you in the past and keep a list
handy with all of these assumptions.
The Information Inundation Technique
Once you get a sense for the impression you make and the biases people may have
against you, make sure you address them. You should still be focused on
demonstrating why you are a qualified candidate for the job. Therefore, while
delivering persuasive responses to interviewer questions, saturate your
responses with information that will also undo biases. Here are some
suggestions:
1. Match their speech and behaviors. It is a good idea in general to match your
interviewers in terms of their speech and behaviors for etiquette purposes. If
an interviewer is formal in their speech, you should be as well. If they sit up
straight, don't slouch. This will help reduce assumptions they make about you
based on differences they perceive they have from you.
2. Acknowledge and Spin It. If you sense a bias, don't be afraid to address what
it is you think is being held against you. If you have an accent, explain what
you do to make yourself understood. If you are young, note it, but also explain
what your age adds and focus more on the experiences you have had that makes you
worthy of the position. If you are a woman working in a male-dominated
profession, explain what you can add to the position very specifically because
you are female. Make a point to show the value of the aspect in question.
3. Find a connection. When you get the chance to ask your own questions at the
end of the interview, work to establish a connection with your interviewer. Ask
them what they like about the company in question, and communicate your ability
to relate to some of the traits he or she identifies. Make a point of smiling
and try to be friendly. An open, communicative style on your part is helpful to
address any negative biases that person may unconsciously be holding against
you.
4. Communicate your Bridge Building potential. A successful job candidate is not
only someone who can do the job, but someone who can work in the organization's
culture and be able to do the job well in the long run. Interviewers with biases
may assume that you will not fit well into the organization's culture because of
your differences. Communicate your ability to work with different people, think
from different perspectives, and be open-minded. Give examples. Ask about the
company culture and talk about your ability to work with and relate to different
people.
5. Make it a strength. Have you had to deal with this someone who has been
biased before because of something about the way you are? Use the experience to
show your interviewer how you successfully overcame a difficulty. Emphasize the
learning and growth you experienced as a result. This can help an interviewer
recognize that their own unconscious bias is impacting their impressions. Make
sure you don't insinuate in any way that your interviewer is biased. Your job in
the interview is to demonstrate that you are a highly-skilled individual
equipped to do the job for which you are applying. Critiquing your interviewer
is not a step in the right direction.
6. Assume you are the best person for the position. Have you noticed that it is
that much harder to sit up straight when you are feeling down in the dumps? Most
people show their emotions in one way or another, and facing a biased
interviewer is likely to stir some serious emotions of anger, frustration,
devastation, or defeat. It is important to push through these feelings during
the interview so that it doesn't impact your demeanor during the rest of the
interview. You can decide later whether you want to work for the company the
interviewer represents.
7. Make a Habit of it. Finally, get into the habit of building bias prep into
your interview prep. Build these techniques into your responses and practice
saying them so you are comfortable in the interview. Have a friend role-play the
biased interview. Make it realistic. How will you face this practice situation?
Interview bias exists, but it doesn't have to impact your potential to get
hired. Use these techniques to improve your chances of getting hired based on
your qualifications and motivation rather than being excluded because of
interviewer bias.
Simma Lieberman helps organizations create environments where people can do
their best work and be successful. She specializes in Diversity and Inclusion,
Diversity Dialogues, and Eliminating Fear and Self-doubt. Simma is the co-author
with Kate Berardo and George Simons of the book "Putting Diversity to Work." She
can be reached at http://www.simmalieberman.com
Visit Site: Simma
Lieberman Associates
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