Bad Interview Practice – Things To Avoid At All Costs!
- Allowing any bias or prejudice to creep in.
- Making a decision in the first few minutes (either as a ‘yes’ or a ‘no’) and then seeking only information to confirm your view.
- The ‘halo’ effect – because an individual displays something that we think is a good thing (they like cheese) we then assume that they will also have a whole host of other characteristics, that we consider to be equally positive (e.g. if they like cheese, they must like crackers and pickle). Similarly, with the ‘horns’ effect, if we gauge that an attribute being displayed is one that we would consider to be negative, we assume that the person has a whole host of other, negative attributes. This can happen even over some aspect we cannot identify – we may feel we like the person, so because of that, we attribute lots of positive factors.
- Not weighting the evidence fairly – adding too much weight to one positive or one negative aspect.
- Discriminatory questions – e.g. asking only female candidates about their home circumstances (it is OK to ask a question about such circumstances provided that the question was asked of all candidates and there was a clear criteria on the specification that showed it was relevant to the job).