Week 5- Interviews

The interview process is used to see the potential in employees, but what happens when you encounter an interviewer that doesn’t know the right questions to ask in their company? This leaves room for missed potential and talent for the company.

When you first apply for the job you are preferably given the job analysis of the position you are applying for. Then comes the job shadowing which is hands on for the new employee to have a hands on experience towards their job, which is followed by validity which is used to test the measures of a job performance.

Reliability is the consistency an employee provides to their job and something that employers look for. For example during a promotion or hiring employees process an employer is more likely to pic a candidate that is rarely late to work and is a hard worker. This is more cost effective for the employer.

Diversity is the key to a workforce that thrive on creativity and communication. An implicit employee bias within a work environment doesn’t allow creativity to flow due to the stereotypical attitudes, actions and decisions without having to think about them. Implicit biases are the stereotypes that many people base their coworkers on such as race, ethnicity, age and appearance.

An example of explicit biases were when Black people were deemed to have “thicker skin” and given less pain killers in harsh treatments compared to white people.

Authors The Kirwan Institute. “Understanding Implicit Bias.” Understanding Implicit Bias | Kirwan Institute for the Study of Race and Ethnicity, https://kirwaninstitute.osu.edu/article/understanding-implicit-bias.