The Problem Of Dealing With Biased Decision Making

5. Why do interviews tend to be ineffective at determining whether a candidate will perform well on the job? How can managers improve the interview process?

It has also come to mind, should I interview someone I do not know very well rather than a close friend. I begin to question if I or my friend will be comfortable with the questions. Therefore, I am almost certain that I will interview someone that I do not know very well. I believe this will give me a realistic picture of what to expect.

How do you overcome bias in the interviewing process, questions, and your response? Per Marisela, this is one of her

This is an experience that i will never forget. From the start of the assignment paper, I knew I had to face my worst fear of speech, because I am a shy person. This being my first interview, to conduct I had to be very thorough; because I wanted to mask my fears and take up the challenge. According to my personality i perceive myself to be an introvert and prefer being quiet, and this is part of my personality, I would try to mask as a professional. For this paper I would describe in detail how I prepared, carried out my interview with Mr. Andre Jackson, who is a customer service manager at walmart stores in my city, where i work.

Interviewing someone you know may be a more easier with than someone you do not know. In this case, I interviewed my friend Matthew Guerrero. He is a sophomore here at Washburn. Matthew's background is different than mine because he is Hispanic and grew up with his married parents and his one brother. That differs from my background because I grew up with divorced parents going back and forth between the two every weekend. I also grew up a bit different because there is a total of eight kids in my family. I chose to interview Matthew because even though we both have two very different life's we are very similar. I think it is interesting how we had complete opposite lives growing up but we both are almost boy-girl version of each other and

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 faced with having to find a job and then securing a job, the job interview has to be a home run! Simply submitting a professional resume and completing an application is not enough. You cannot settle for being average. You can wait for the next job opportunity, but there are no guarantees there will be one. In Piotrowski’s article, “Preparing for the Job Interview: Know Thyself,” she identifies the process of a job interview (Wyrick, 2014). The steps Piotrowski identified in her article are included below. The steps below focus on identifying job openings, researching companies, preparing for the interview: the pre-interview, the job interview, and the post-interview summary.

In 1968, Hensley initiated a more comprehensive survey on how national bias may affect the decision-making of the ICJ members. With the data covering ICJ’s decisions on 54 claims in contentious cases between 1946 and 1964, he analyzed a total number of 638 votes. In this research, Hensley found that the votes of regular judges from party states and ad hoc judges deviated from the votes of other Court members by 22% and 44%. While similar deviation are also found in the voting record of the advisory opinion. Hensley argued that national bias not only affects the judges’ decision making in contentious cases but also extended to advisory opinion cases. By highlighting how the voting patterns of the national judges differ from judges from non-party

But today’s most common forms of bias are more subtle, as in the case listed above. Decisions to hire and promote are often not based solely on the qualifications of the candidates, but are influenced by subjective criteria. When these subjective criteria relate to fixed diversity dimensions (race, gender, age, sexual orientation, etc.), the resulting decision is inherently biased.

Ellen Smith¹ was really proud of her career achievements, after all, she was responsible for starting up in this well-known multinational company in an emerging country in South America. Working long hours, studying management, training new employees, implementing new systems and indirectly being a general manager were just some of the tasks attributed to Smith. She was pretty sure that, when the time was right and the company was structured enough in the

The current practice in the selection process showcases inappropriate evaluations of candidates. For instance, in all the assessments formed by Clark, it lists personal and irrelevant information pertaining the candidates --such as age, marital status, and ethnicity. Furthermore, the interviews constructed does not show that the tools used for selecting employees were reliable and valid. That is, the appraisal Clark established were based exclusively on feelings and unreliable methods in which has unsupported assumptions to reject a qualified applicant.

Unconscious bias is prejudices influencing individual thoughts and behaviours, influencing decision-making mainly owing to the judgements about other individuals and situations, without enough information. Unconscious bias affects the recruitment and selection in organisations as individuals or human elements have a significant contribution to the success of these processes (Beattie and Johnson 2012). The objective of recruitment and selection in any organisation is to attract the most potential and capable candidates therefore to select the most suitable applicants for appropriate jobs. Unconscious bias from stereotyping stems mainly from race and gender and has been studied in great detail from manufacturing, technology to the financial, and professional service industries (Collins 2007). However less research has been explored on unconscious bias affecting the recruitment and selection process within the retail fashion industry (Guryan and Charles 2013).

Personal decision making is influenced by a range of biases, many of which we are unconscious of. Being more aware of these biases reveals how individual decision making can be improved. (Reference…)

This is a tendency for people to search out data that supports a pre-imagined conviction about the candidate that has been formed before the interview. This implies interviewers hope to affirm a potentially shallow impression they may have formed of the candidate pre-interview, rather than having a more open point of view toward the competitor's capacities in this area.

9.According to your own thoughts, what is the importance of understanding and countering the unconscious bias in the selection and recruitment processes.