Bias Begins and Ends With The Hiring Manager

To the hiring managers: it’s time to scrub clean those tainted lenses you’re looking through when interviewing. Bias — conscious or unconscious, it’s the silent assassin in your interview process. And trust me, it’s doing you no favors. So, let’s talk about wiping that slate clean.

First, standardize those interviews. Same questions, same order, every candidate. No making it up as you go along. It’s about fairness, not improv.

Next, get your hands on some structured scoring rubrics. They’re not sexy, but they’re the cornerstone of an objective assessment. Make your decisions based on a scorecard, not a gut feeling.

Bring diversity to your interview panel. Different backgrounds, different perspectives — it’s your best defense against a narrow-minded hiring process.

And don’t fall for the ‘cultural fit’ trap. It’s a cop-out, a velvet-gloved form of bias. Focus on ‘culture add.’ What unique values can the candidate bring to the team? That’s the real question.

Finally, never stop learning, never stop questioning your biases. It’s an ongoing battle, not a checkbox exercise. Get comfortable with being uncomfortable — it’s the only way we grow.

So gear up, hiring managers. It’s time to give bias the boot.