I think implicit bias could impact the reliability and validity of the selection process because the idea of implicit bias makes the selection process not accurately measure the candidates. What we should do to help our implicit bias tendencies in hiring processes is to change the way we hire. According to an article by the Harvard Business Review “We should stop wasting resources trying to de-bias mindsets and instead start to de-bias our hiring procedures” (Bohnet). An emphasis should be on structured interviews rather than unstructured interviews since studies have shown unstructured interviews to lead to more bias hiring. Structured interviews help the interviewer to plan and ask standard questions to the applicant. The interviewer can ask more behavioral questions and situational questions that show the applicant’s personality and reaction to certain situations. Having structured interviews also helps the interviewer to avoid violating EEO laws such as discriminating against the applicant. Overall implicit biases can cause issues with the selection process, but there are ways to avoid this such as having planned and structured interviews.

Sources: https://hbr.org/2016/04/how-to-take-the-bias-out-of-interviews