According to research, unstructured interviews, which lack the depth and a candidate’s experience and expertise meant to unravel organically through conversation, are often unreliable for predicting job success. Structured interviews, whereas, each candidate is asked the same set of questions in a standardized interview process can help reduce bias by allowing employers to focus on the objective of hiring the one who’ll contribute to the organization. Structured interviews are not just about asking questions in a certain sequence. Several companies, including Google, structure the content of their interview process using data. People in analytics departments often crunch data to figure out which interview questions are highly correlated with on the job success. A candidate’s take on certain question can give you a clue about their future job performance.
A study found that impressions made during the first ten seconds of an interview could impact the interview’s final outcome. Meanwhile, another study suggests that employers hire people they like most on a personal level. This sort of natural chemistry or common interest can lead towards an unconscious bias. Instead, rating candidates as you would on their other skills during the interview is the way to go.