Discrimination And Bias : The Interview Process And The Resulting Effects On Employee Selection

1292 Words May 1st, 2016 6 Pages
Discrimination and Bias in the Interview Process and the Resulting Effects on Employee Selection

Alicia Crews

Fayetteville State University

Abstract
Discrimination and bias in employee selection was measured by assessing whether interviewers would select the same candidate from a blind interview versus a traditional in-person interview. For the study, interviewers were paired with results from blind interviews and then were required to interview the same employee candidate in an in-person interview. Data was collected regarding the rate of hiring for the blind interview and the in-person interview. Data suggested that discrimination and bias were present when making selections based on the in-person interviews. Interviewers selected the same candidate based on the in-person interview as the blind interview at the rate of 15% suggesting the interviewer’s conscious or unconscious biases played a key role in employee selection.

The employment interview is commonplace in all organizations during the hiring process. Interviewers are required to select candidates for hire based on provided information from the candidate including resumes, job applications, and interviews. The general belief is that interviewers select candidates to hire who meet preset criterion established for the open position. Interviewers should maintain objectivity during the hiring process to ensure the best candidate is selected for hire relative to the needs of the…
Open Document