Interview Panel & Selection

Interview & Selection

Unconscious bias refers to a bias that we are unaware of, and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences. Unconscious bias can become a significant issue and influence during the Interview & Selection process. People associate and relate to people that are like us, have similar interests and habits which plays a part when forming social bonds. Left unchecked it can lead us into making biased decisions when recruiting. The HR hub develops scoring metrics and interview questionnaires by analysing the needs of your organisation and the position you are filling. The use of these help reduce the occurrence of unconscious bias during the Interview & Selection process. As an independent participant on your interview panel we are one step removed and better placed to be more objective during the selection process.

Interview candidates are entitled to copies of your notes and records taken during the interview process. These notes can be used should a case of discrimination and unfair selection be taken. That is why it is crucial to have a robust scoring metric and interview questionnaire devised. Keep accurate but only relevant notes during the interview process. Partnering with the HR hub throughout the interview and selection process assists you in making the correct choices and securing the right candidate and mitigate costly mistakes.