Bias in Interviews
The thing about bias is that it isn’t always easy to spot.
The other thing is that biases can be implicit or unconscious. No matter how open-minded we think we are, we have our own biases. The important takeaway is to arm yourself in such a way that you reduce your reliance on it.
Wondering about your own implicit biases? Here’s a series of tests to take for yourself.
Recruiters and hiring managers ought to be working to identify and address their own implicit biases. Larger companies tend to have more money and staff dedicated to tasks like addressing implicit and over biases, however, no matter the company size, addressing these biases are the responsibility of each and every person in the hiring process.
Recently I had the opportunity to interview for a role that seemed like an outstanding fit for my experience, background, temperament and skills. During the interview there were several pointed questions about dates that were not on my resume.
As this was a functional resume to highlight my skills in a particular industry dates had been left off because they were “so last century.” I didn’t want to age myself out of the running! I let the interviewer know that approximately time spent at each role and mentioned that the dates were not necessary as they tend to age a candidate. (hey, even if the role wasn’t for a recruiter position, I still can’t turn it off!)
At the end of the interview I was asked if I would be willing to commit to 5 years or more to the company if I were offered the position.
I’m honest to a fault so this question stumped me - obviously I KNEW the right answer is “yes, of course.” And still I had to be up front - and let them know that I’m loyal to a fault - and that loyalty goes two ways. That if were to commit to that type of timeframe I would expect the same from my employer. I shared examples of my loyalties in action with organizations where I’ve served on leadership committees national teams for more than 30 years, as well as my continued connection with friends from childhood. I shared my story of committing to finding my biological family and searching for nearly 40 years.
Was that enough to overcome a predetermined bias about tenure at a company nearly 20 years ago? Not sure. As this company wants to wait two months before making a hiring decision.
That’s thing about bias. There is the bias that is illegal (and it should be) and there is a bias that tenure must be 5+ years at every employer up until the date of the interview - and that’s harder to overcome.
If you’re interviewing for a role you know you’ll be great at - regardless of your tenure - tell the interviewers the truth about how you can add value to their organization and move them forward in the direction they wan to go. Answer the questions about your tenure honestly and be sure to include stories about your loyalty in general. And then, let it go.
Regardless of a bias against short stints, sometimes those short stints are best for you and your career. If employers treated their best employees well and enticed them to stay with growth opportunities and salary increases that matched their competitors’ new hire salaries, they wouldn’t need to worry about losing someone to a competitor.
The bottom line is that your career is yours alone. Manage it to the best of your ability and make choices that will help you continue to grow and add value.
Private Career Coaching
As the year comes to a close and you’re thinking about a new job in the new year, why not schedule a private session with a career guide who not only knows the hiring processes used by recruiters and companies large and small, but also gets the human side of WHY you’re ready for a new role in the first place?
Until next time!
Big hugs,
Peggie