How to Mitigate Unconscious Bias during Tech Interviews

Unconscious bias is a big issue for many businesses, especially those in the tech industry. A study by the Women in Tech Network found that 65% of recruiters believe that bias is an “ongoing problem in technical recruitment” and that women are 1.6 times more likely to experience a layoff than men.

Unconscious bias leads to hiring candidates who are less suitable for a job and missing out on candidates who would excel in the position. In extreme cases, it may open the organization up to lawsuits for discrimination. This is why it’s essential to implement systems that identify and mitigate unconscious bias during the hiring process.

Introduction to Unconscious Bias in Hiring

Unconscious bias during the hiring process refers to the automatic, instinctive attitudes or stereotypes that influence decisions about who to hire for a role. These biases can impact candidate evaluation, leading to unfair or discriminatory practices. An interviewer or hiring manager may not realize that their preconceived notions impact their hiring decisions. This makes unconscious bias harder to root out, as the person in charge of removing it may not realize it’s happening.

For example, a common unconscious bias in the tech industry assumes that a man is more suitable for a role than a woman. A hiring manager may not know they have this bias but may prefer male candidates over female ones, even if they’re equally qualified.

Sometimes, the woman may be more qualified but still lose out on the position because of unconscious bias. This is one of the reasons there is still a gender pay gap in tech.

Common Types of Unconscious Bias

A few types of bias are very common during the hiring process. Being aware of the common types can help you identify the problem and make adjustments.

These common types of bias include:

• Affinity bias: Affinity bias occurs when recruiters favor candidates who are like them in some way. They may have the same alma mater, hobbies or cultural background.
• Confirmation bias: This involves seeking out information that confirms pre-existing beliefs or stereotypes. For example, a recruiter who believes that older candidates are less adaptable might focus on evidence that supports this belief and overlook evidence to the contrary.
• Halo and horns effect: The halo effect is when a recruiter lets one positive trait influence their overall perception of the candidate. The horns effect is the opposite, where one negative trait affects their entire judgment of the candidate.
• Gender and racial bias: This occurs when hiring managers prefer candidates based on their gender or ethnicity.

Techniques for Mitigating Unconscious Bias

Mitigating unconscious bias in the hiring process requires implementing new techniques. Here are several that can help ensure you hire the best people for your organization and overcome any accidental bias:

Using Structured Interviews

A structured interview is one in which the interviewer asks a predetermined set of questions in a standardized order. The interviewer then collects the answers from the candidate and rates them on a scale.

The purpose of a structured interview is to keep the process the same between candidates. Each candidate gets the same questions in the same order so that each has the same experience.

This makes comparing their answers easier. And since the interviewer is working from a script, they’re less likely to introduce bias.

To create a structured interview, you can follow these steps:

1. Define the requirements of the job. These requirements may include the skills, qualifications, and experience necessary for the role.
2. Create competency-based questions. These assess the candidate’s ability to perform key tasks. Using behavioral and situational questions can help you gauge how a candidate handle’s real-world scenarios.
3. Create a scoring system. A standardized scoring rubric may contain rating scales or specific criteria to ensure objective assessment. You may also wish to assign certain weights to different competencies based on their importance. Below is a sample scoring sheet you could use during a structured interview:
   

   Competency	Question	Weight	Score (1-5)	Weight Score	Notes
   Technical Skills	Describe a time when you solved a complex technical issue.	40%
   Problem-Solving	Tell me about a challenging problem you faced and resolved.	25%
   Communication	How do you handle communication with team members?	25%
   Cultural Fit	Why do you want to work here?	10%
   Total

4. Train interviewers on the structured interview process. This ensures everyone knows how to use your scoring system effectively.

As for questions you can ask during a structured interview, some examples include:

• Can you give an example of a goal you set and how you achieved it?
• Describe a situation where you made a mistake. How did you rectify it?
• If you were given a project with an unclear deadline, how would you handle it?
• If you had to prioritize several high-priority tasks, what criteria would you use to decide the order?
• Imagine you are leading a team, and a critical member suddenly leaves. How would you ensure project continuity?

Involving Multiple Interviewers

Having several interviewers during the hiring process can help lessen the effects of unconscious bias. With more than one interviewer, there’s less chance that one person’s bias will eliminate a candidate from contention.

The key is to make sure the interviewers don’t have the same unconscious biases. Involving interviewers from diverse backgrounds and experiences can help give all candidates a fair shot.

You should also work to coordinate feedback from the different interviewers. Set up meetings after a round of interviews to compare notes and select the best consensus candidates.

Using Objective Criteria for Evaluation

The final way to mitigate unconscious bias is to use objective criteria. The interviewer should use measurements rather than feelings to determine who to hire.

Objective measurements are based on facts and figures. Some possible objective measurements may include:

• College degrees.
• Years of experience.
• Certifications.
• Proficiency in certain programming languages.
• Results of a skill assessment or exam.
• Project completion or customer satisfaction rates.

Work to develop objective criteria for each role. Select metrics that are vital for success in that role, along with any other necessary requirements.

For example, in a senior-level tech position, you might create a practical exam to test each candidate. You could also create a scoring system to grade each candidate based on criteria specific to the job.

You might assign point values to different metrics, such as years of experience, number of successful projects, or whether the candidate has a master’s degree. You can compare score totals for each candidate.

Steps to Address Bias When It Occurs

Working to prevent bias in the hiring process is as important as how you address it when it occurs. The first step is to carefully monitor the hiring process, looking for signs of unconscious bias.

To do this, you’ll want to regularly review the hiring process. See who the top candidates are, and find out what each person’s hiring process was like.

Once you detect signs of unconscious bias, provide more training to interviewers. This can help prevent further occurrences.

Review best practices with anyone involved with the hiring process. Provide them with examples of unconscious bias so they know what to look for.

Feedback is a big part of addressing bias when it occurs. Try to get feedback on the hiring process from candidates you didn’t hire, those you did, and anyone involved in hiring.

Start Addressing Unconscious Bias in Your Hiring Process

If left unchecked, unconscious bias can greatly impact an organization. Companies may routinely pass over the best candidates for jobs.

Hiring managers and recruiters must learn to recognize their own biases and those of others. This will allow them to successfully reduce the effects on the hiring process.

Once you begin uncovering unconscious bias in interviewing, you can use techniques to limit its effects. You can then ensure that you’re hiring the best employees for your organization.

Key Takeaways

• Unconscious bias can have a large, negative impact on your company
• Structured interviews and multiple interviewers can help mitigate unconscious bias
• Objective criteria are key for avoiding bias
• Always monitor your hiring process for signs of unconscious bias