Every interview that I have partaken in thus far has been a remote video call or phone call. In most of my interviews, I have spoken to 2-4 people within the company, each time speaking to a person for 30 minutes. This is something that I really enjoyed as I got to see a better insight into the people and culture of the company as well as I am sure they got multiple opinions on me. Alongside talking to multiple people I also was asked to provide STAR (situation, task, action, and result) style responses to each or most of the questions. Both of these tactics allowed for a stronger structure to the interview and benchmark answers that created somewhat of a consistent way of scoring. This added structure made me personally feel less worried about bias because of the fact that there were multiple steps in place to ensure that I was being judged adequately and comparatively with others being interviewed. The question structure and the specific response metrics somewhat assured me of the validity of the questions because there was a way to structure the response and measure what they were asking. In the Harvard Business Review article, “How to Take the Bias Out of Interviews” its stated, “The evidence against unstructured interviews should make any hiring manager pause. These interviews should not be your evaluation tool of choice; they are fraught with bias and irrelevant information. Instead, managers should invest in tools that have been shown to predict future performance”. This is exactly what the STAR method questions do by asking for the result of your actions to help predict performance in a possible new role. If I could have them improve on their interview I would suggest that they elaborate on some of the questions to explain the relevance to the role. I think that provides more clarity and transparency to the interviewee on what is the goal behind the interview and what they are looking for in the candidate.
Bohnet, I. (2016, July 18). How to take the bias out of interviews. Harvard Business Review. Retrieved October 27, 2021, from https://hbr.org/2016/04/how-to-take-the-bias-out-of-interviews.