Unbiased Interview Checklist

By implementing this checklist, your organization can foster a fair and inclusive interview process, ensuring that decisions are merit-driven. This approach not only aligns with ethical standards but also enhances your ability to attract and retain a range of talented professionals. Looking for other ways to operationalize inclusion in your organization? Check out SHRM’s Belonging Enhanced by Access through Merit (BEAM) Framework.

Before the Interview 

1. Structure the Process:

• Develop a standardized interview format with predetermined questions specific to the role.

• Ensure each candidate is asked the same set of questions to provide a fair comparison.

2. Establish Criteria for Scoring Interview Candidates:

• Use a consistent rating scale to objectively evaluate responses, ensuring fairness and reducing subjective bias. 

• Example: Each panel member ranks each of the interviewee’s answers on a scale from 1 to 5, with 1 being “Does not meet criteria” and 5 being “Far exceeds criteria.”

• Define key competencies and skills required for the role, aligning them with the organization’s goals and values. 

3. Think About the Interview Panel:

• Assemble inclusive interview panels comprised of individuals with diverse perspectives to minimize bias.

• Provide panel training on recognizing and mitigating bias in decision-making.

4. Train Interviewers on Unconscious Bias:

• Provide training to all interviewers on identifying and addressing unconscious biases by increasing self-awareness.

• Encourage interviewers to evaluate candidates objectively, focusing on merits and qualifications rather than personal preferences.

   

During the Interview 

1. Begin with Skills-First Questions:

• Start by focusing on candidates’ abilities and how their skills and qualifications fulfill specific role requirements.

• Avoid discussions about hobbies, personal lives, or unrelated experiences that may introduce bias.

2. Stick to Standardized Questions:

• Adhere to the predetermined list of questions to maintain consistency.

• Use behavioral and situational questions to assess how candidates handle real-world challenges.

3. Score Responses Objectively:

• Score candidate responses according to predefined criteria. 

• Focus on the content of the candidates’ answers rather than superficial traits.

• Be aware of potential biases based on appearance, dress, accent, or demeanor.

• Assign scores immediately after each interview to ensure accuracy while impressions are fresh.

4. Avoid Leading Questions:

• Ensure that questions are neutral and do not inadvertently guide candidates toward a specific answer.

5. Facilitate Equal Participation:

• Allow each candidate roughly the same length of time for their interview, unless a candidate has requested any accommodations under the Americans with Disabilities Act.

• Encourage candidates to elaborate if needed to provide a complete picture of their qualifications.

After the Interview 

1. Debrief as a Team:

• Discuss candidate evaluations collectively using scoring as the basis for comparison.

• Prevent dominant voices on the panel from skewing the discussion by requesting input from every panel member.

2. Focus on Data-Driven Decisions:

• Ensure that final hiring decisions are based solely on the candidate’s qualifications, interview performance, and alignment with the defined role requirements.

3. Calibrate Through Continuous Improvement:

• Regularly audit and refine your hiring process to address systemic biases.

• Request feedback from candidates about their experience with your interview process.

• Use this information to identify and address potential areas of bias or improvement.