Unconscious Bias aka Implicit Bias is an unconscious prejudice, attitude, judgement or stereotype we hold about certain groups of people. These affect major components of our lives in an unconscious way without our awareness.

Our understanding, actions, and the choices we take are heavily influenced by unconscious bias.

On the other hand, conscious/ explicit biases are consciously held beliefs and attitudes. For example: you know your favourite sports team, your preferred holiday destination, and the types of people you enjoy working with etc.

Why are interviews so susceptible to various biases?

In the process of shortlisting, listening, judging and asking questions in the interview room, interviewers are often revealing their own biases. We are all highly impressionable, easily influenced by many factors including first impressions, body language, tiredness and limited attention spans.

These act as subtle but powerful communication filters that determine the entire interview process.

Here are 5 common biases with suggested interviewee tips on how you might respond:

1. Confirmation Bias: Interviewers may unconsciously seek information that confirms their initial impressions or preconceived notions about a candidate. They may focus on aspects of the candidate’s background or responses that align with their expectations while overlooking contradictory evidence.

Interviewee Tip: Use concrete examples to demonstrate your achievements. If you feel that aspects of your experiences were not adequately addressed during the interview. Be prepared to offer up additional information.

2. Halo/Horns Effect:The halo/horns effect occurs when interviewers allow a single positive/negative attribute or impression of a candidate to overshadow other relevant factors. For example, if a candidate is a confident communicator or alternatively starts the interview poorly due to nerves, interviewers may over rely on this information.

Interviewee Tip:Highlight a range of experience instead of relying solely on one or two standout achievements. If you falter at the beginning, acknowledge this to the interview panel, compose yourself and continue.

3. Similarity Bias: Interviewers may unintentionally favour candidates who share similar backgrounds, experiences, or interests to their own. This bias can lead to overlooking qualified candidates who bring diverse perspectives and skills to the table. We unconsciously prefer what we understand or is familiar to us.

Interviewee Tip: Emphasise the unique experiences, perspectives, and skills you bring to the table. Showcase how your diverse background can contribute to the organisation’s goals. Highlighting your ability to work effectively with individuals from diverse backgrounds can also help counteract similarity bias.

4. Stereotyping Bias: Stereotyping involves making assumptions about individuals based on certain groupings such as gender, race, or age. Interviewers may hold unconscious biases that influence their perceptions of a candidate based on their membership to this group. This can affect their evaluation of qualifications and suitability for the role.

Interviewee Tip: Challenge stereotypes through storytelling. Use storytelling and the STAR format to challenge stereotypes and provide a more nuanced understanding of your value as a candidate. Share personal anecdotes that highlight your diversity of thought, adaptability, and resilience.

5. Recency Bias: Interviewers may place undue emphasis on events that occurred most recently. This bias can lead to overemphasising the candidate’s performance in the last few years or even in the final stages of the interview. While discounting earlier interactions, qualifications or experiences.

Interviewee Tip:During the interview, make a conscious effort to highlight achievements and experiences from throughout your career and life. Connect these past experiences to the present. Especially if you are returning to paid employment following a break. Show how these formative experiences are relevant to the current role.

Remember that your performance towards the end of the interview may resonate even more strongly than your first impressions. So keep up the engagement, professionalism and energy right to the end.

BTW: For more information on unconscious bias, check out this video here https://builtin.com/diversity-inclusion/unconscious-bias-examples