From the course: Interviewing a Job Candidate for Recruiters
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Take emotion out of the equation
From the course: Interviewing a Job Candidate for Recruiters
Take emotion out of the equation
- Without realizing it, you can allow your own bias and emotion to impact the interview and hiring process. If this isn't resolved, your decision on who should be hired may not be the best candidate for the job, but rather the candidate who reflects your personal bias. The first mistake most recruiters make is to reach a yes or no decision on a candidate within the first few minutes of an interview. If a candidate's personality and demeanor is comparable to yours, you will probably like the candidate. As a result, the interview is successful, and the candidate is forwarded on to the next step of the interview process. On the other hand, if you don't necessarily like the candidate's personality or demeanor, the candidate may be deemed unqualified and screened out. Whatever the bias, you could prove yourself right when evaluating your decision. The structured telephone screening interview helps eliminate bias because…
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