During job screening, shortlisting or interviews, interviewers should keep an open mind and dismiss any stereotype. They should also be sensitive and responsive to job applicants who make the efforts to apply to their organisation.
For an interview, it is recommended to have two or more persons with different backgrounds on the interview panel to help minimise the influence of individual biases on the selection results.
The following are some useful practical tips :
Ask questions which are relevant to assessing the applicant’s suitability. If you really need to ask a questions which may be perceived to be discriminatory, give the reason for asking such information to avoid misunderstanding.
Share your job requirements with the interviewee, example: Irregular working hours or frequent overseas travel. Ask interviewees if they can meet the job requirements instead of making assumptions.
Discuss with the candidates on their career aspirations and wage expectations. Older or more experienced job seekers who apply have an interest in your organisation and are usually realistic and open to matching their salary expectations with the job applied for.
Instead of using photographs as visual aids to remember candidates, develop an interview evaluation form to record the strengths and weaknesses of each candidate and assess them objectively and consistently according to your requirement.
