Identifying bias in your interviews

Recruiting a fundraiser?

You need to be fair, objective, and unbiased if you want to secure the best person for the job.

But this is easier said than done.

Why? Because, much like every other human on the planet, you’re subject to unconscious biases—stereotypes you hold about other people that you aren’t consciously aware of.

And falling foul of them can skew your judgement and result in a bad hire.

How bias shows up in the interview room

Interviews can be a hotbed for many types of bias.

Here are five to watch out for, along with some tips to ensure they don’t derail your hiring decisions.

1. Affinity bias

Affinity bias arises when you unconsciously favour a candidate who feels similar to you.

It happens because it’s easier to connect with people you relate to.

Whether it’s shared hobbies, a sense of humour, past experiences, or values, any perceived similarity can trigger affinity bias.

You might also unconsciously favour candidates who are similar to your current team under the guise of ‘cultural fit.’ But this limits diversity.

To avoid it, take note of the similarities you share with candidates and distinguish between qualities that cloud your judgment and those that would truly add value to your team culture.

2. Confirmation bias

Confirmation bias occurs when you form an initial perception of a candidate (positive or negative) and spend the interview looking for evidence to confirm it while ignoring contradictory information.

For instance, if a candidate’s CV stood out, you might ask questions that play to their strengths while avoiding ones that challenge them.

To tackle this, stick to the script. Ask every candidate the same questions in the same order. This ensures fair assessment.

3. Anchoring bias

Anchoring bias involves fixating on an idea or piece of information as a reference point for your decisions.

For example, you might compare candidates to a beloved former team member or an idealised version of the role.

This can prevent you from recognising the value a fresh perspective could bring to the team.

Instead, approach each interview with an open mind.

4. Intuition bias

Intuition bias kicks in when your brain picks up subtle signals from a candidate and associates them with certain qualities or past experiences.

This activates your gut instinct, which, while helpful in some scenarios, can cloud objective judgement.

Your instincts shouldn’t be ignored entirely but should always be balanced against the candidate’s skills, experience, and potential.

5. Contrast effect

The contrast effect happens when you compare candidates to one another rather than evaluating them individually.

For instance, if one candidate is nervous and hesitant while the next is confident and articulate, you might assume the latter is more qualified.

But confidence in an interview doesn’t always equate to competence on the job.

Judge each candidate against the job description, not against each other.

Tips for tackling interview bias

• Analyse your behaviour: After each interview, reflect on whether any biases influenced your thinking. Awareness is the first step to fair decision-making.

• Prioritise culture add over culture fit: A diverse fundraising team is a strong fundraising team. While shared values are essential, diversity in experience and background brings fresh perspectives.

• Conduct panel interviews: Having multiple interviewers reduces the risk of unconscious bias skewing the process.

Want to avoid unconscious bias in your recruitment process? Outsource it to us.

Give us a call on 020 3880 6655 or email contactus@ferntalent.com to get the ball rolling.