Selection interviews are conducted with the purpose of determining whether a candidate will be selected for the position he or she is interviewing for. Typically, a selection interview will be at the latter stage of the recruitment process and hence more intense than earlier screening stages. Despite having rigorous and scrutiny nature, errors during a selection interview can still happen, resulting in consequences for both the interviewer and the interviewee. This essay will analyse and reflect on my interaction at a selection interview for a volunteering organisation, particularly the aspect where I was biased. The theme will be explored by answering three main questions: “How did this happen?” “Why did this happen?” and “What are the effects of bias?”
How did this happen?
The bias from the interviewer was shown during the latter half of the interview when I revealed my ethnicity background. The interview was a semi-structured interview, in which the structured part I was asked standardised questions on qualifications, experience and knowledge about the organisation, and the unstructured part was fairly unorganised and sometimes job-irrelevant. The structured part of the selection interview did not last for long. In reflection, I assumed that the interview was meant to be conducted structurally, however, the interviewer decided to change the format on-site. The unstructured half was a behavioural interview, in which I was asked to integrate my personal
Shantelle Jones is a 17-year old adolescent female who was referred to this agency following a brief hospitalization for a suicide attempt. She resides in Rural, Michigan with her paternal aunt, Ms. Wilson, who has become her adoptive parent, as well as her younger sister, her paternal grandmother, and an adult male cousin. During her intake appointment, Ms. Wilson stated that she would like Miss Jones to be less aggressive toward her sister, less rebellious, and to become compliant with the medical recommendations of the psychiatrist who treated her in the hospital. Miss Jones stated that she would not like counseling, but if it was necessary she would comply because she would like to be less depressed and have less strife in her home life.
When conducting an interview I carefully read the contact with other. I knew I was interviewing someone from a different culture so I had to understand the ethnic community she was from which was Hispanic. I also was very focused on the professional self-disclosure because we were talking about a lot of personal things. I tried to humanize our relationship before I asked tough questions, this helps to create a sense of bonding. I was also very careful of my communication style, I always wanted to ask her questions in a positive manner and I was always actively listening to her responses.
In the roughly eleven-minute interview with my client, Alex, we discussed her need for case management services. She established her concerns that she wanted to address with me, as well as her current status in education, living arrangements, social supports, along with her history in the same areas. We also began to discuss (informally) the goals that she intends to reach with help of my services and other services she may be referred to. During the process, I learned about Alex’s strength and resilience. I also learned a lot about myself as an interviewer.
The third strategy, to put simply, just eliminates the cause for bias in the first place in the situation. Since the employers’ bias only triggers when reading a job application, then getting rid of the bias triggering elements and the employers’ bias should disappear as well. For the interview process, the second strategy, which is to teach the employers strategies for suppressing their implicit bias, is needed since the interview is performed in person, and humans cannot eliminate their race just yet. An example of the third strategy being implemented is to have all the job application forms get rid of race, gender, and the applicants’ names while leaving only the phone number and job experience to be judged by the employer. Now the employer should have less chance of triggering an implicit bias when choosing a potential
The six week practical rotation I completed at SJOGH Mount Lawley operating theatre solidified my goal to be part of the theatre and recovery team. During this time I studied instrument names, passing technique, sterile scrub procedure and how to set up and maintain the sterile field. On several occasions I was able to act as scrub scout, only requiring supervision and assistance from my buddy nurse with medications because it was out of my scope of practice to
Read the intake interview below. Then discuss what may be unclear to the client and suggest an alternative statement that presents the information more clearly for the client. Utilize the information you have read for this week.
This interview process really taught me how to listen to and accept the viewpoints of other people who are not necessarily from the same background that I am from. I spoke to one person that I have known for years, and another person who I never spoke with prior to the interview. My first contact was Ms. Tessy Hunt, a direct support counselor for individuals with special needs. The people who Tessy serve, face challenges that not everyone is equipped to support. I chose to interview Ms. Hunt because she provides actual services for a group of individuals who are not allowed the same opportunities and same rights that many of us take for granted. I have known Tessy for several years, and I know that her line
According to Jeff Lipschultz, “Don’t Be A Victim of Interview Bias”, he shares many circumstances about Interview Bias and how to deal with them. A bias is an opinion about whether a person or idea is outstanding or inferior, that influence decisions. The article mentions eight biases which are can direct toward interviewees. Some biases can help candidates makes a good impression on the interviewer, such as The Halo Effect Bias, Stereotyping and Generalization Bias; Also, some others can be detrimental to the candidates, such as The Contrast Bias and The Gut Feeling Bias. However, a bias can generate by candidates; for example, Nonverbal Bias. Interviewer base biases on cognitive biases that cause them to evaluate the quality of the candidate
When recruiters are hiring someone for a job, they look at their resume to see what type of experience the potential employee has and what they can bring to the company. “According to the ethnic prominence model (Levin, Sinclair, Veniegas, & Taylor, 2002), ethnicity is a more in-fluential factor in decision making than other social category information. Ethnic minorities’ identification with their group might trigger actual discrimination because of the actual or symbolical threat as perceived by the ethnic majority and the more threatening nature of ethnicity compared with other minority characteristics.” (Eva Derous and Ann Marie Ryan; page 2) People who are of different ethnicities tend to be discriminated against even before they go in for the interview. Employers associate
I am Sravanthi Utpala, an international medical graduate, currently working as a volunteer research assistant in the Department of Family Medicine at OUHSC. I graduated in 2009 and I have completed USMLE exams in first attempt. I am highly interested in Family Medicine residency. I came to US in 2012 after my marriage and shortly after that I was blessed with a baby. My husband is a Psychiatry resident at OUHSC and our baby is 2 years old. I realize that my graduation year and scores don’t meet the criteria of your program. I happened to take my exams during the period of my marriage, transitioning to US, pregnancy and taking care of a newborn. I have done my best during this period. As soon as
I’ve had quite the learning experience over the last few weeks. I had a chance to obtain valuable information and support from my principal. I learned so much about the administration role and how difficult it can be. When I began my interview, I felt overwhelmed and excited at the same time. My principal is also my mentor; she has been very supportive of me pursuing my dreams to be in administrator. As I conducted my interview I learned so much about the principal’s role. I asked my principal a series of questions. The questions were based on the Interstate School Leadership Licensure Consortium Standards (ISLLC). My first question was based on educational programs. The educational programs at any school need balance. While we live in a test results world, there needs to be a balance of focus. I look at the type of student I want my school to produce and I surround myself with a faculty and other staffs that not only share in the mission, but also will help every student succeed. In addition, as an administrator, I need to provide my faculty and staff with the tools and resources necessary to make everyone feel successful.