Strangers often get a bad deal when it comes to being accurately assessed during interviews. While people who are known to the hiring manager are assessed on their past performance, strangers are judged on their motivation to get the job, a bunch of generic competencies, the depth of their technical knowledge and the quality of their presentation skills. Worse, all of these factors are viewed through a biased lens filled with misconceptions and flawed logic.
It’s imperative to prevent biases from creeping into the interview as much as possible in order to make fair (and good) hiring decisions, especially in not-for-profits.
I’m this blog, Lou Adler lists what he found to be the best techniques to reduce interviewer bias.
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