Author: Emily Kilpatrick

I have been in alot of interviews in my life that have either gone good or bad due to the effectiveness of them. Interviews that I feel like have gone well were interviews with structured questions that allowed candidates to be assessed fairly and did not include errors and biases. A job interview that I had with Dutch bros a couple years ago was full of errors and bias that were candidate related. The interviewer made decisions based on first impressions and snap judgements. I was not asked any structured questions, but instead asked only if “I liked hot yoga” and they sent me out in less than a 2 minute interview because of my looks. There clearly is a lack of consistency and unconscious bias that goes into these interviews that may lead to less valid outcomes and candidates do not seem to be judges based on their qualifications, but the candidates personal and physical characteristics. I would give advice to these employers to implement a standardized set of questions and a consistent scoring system. This would enhance reliability in their hiring process but also make sure they are actually evaluating the persons relevant skills and talents that may be of value to them. I would also recommend training interviewers on bias to improve fairness of the hiring process.

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