Personal biases can unwittingly creep into an interview but there are ways to reduce this risk.
Some tips include:
- Ask all interview candidates the same questions and then score them against a scale.
- Establish an interview team to reduce individual biases. Include other skilled immigrants, members of diverse communities or staff with a good understanding of cross-cultural issues to provide insight on socio-cultural responses that others on the panel may question.
- Be aware of your own personal biases and prejudices to gain greater objectivity during the interview process.
Whether externally with candidates or internally with staff, avoid subjective terms in the recruitment process, such as “best cultural fit.” This can unwittingly exclude qualified candidates without gaining a deeper understanding of their potential contributions to your organization.
- Implicit Associations Test: This test will help you become aware of your own biases and prejudices.
- Interview Guidelines for Managers: These interview guidelines were prepared by RBC Financial Group and include tips for preparing for the interview and how to structure it.
- Getting Answers to Interview Questions: This resource contains tips on how to approach typical candidate behaviours during an interview, such as silence, talking in generalities or rambling.
- Interview Styles: This document outlines the characteristics of different interview styles, such as unstructured, structured, situational and panel interviews.
- Employer Success Stories: Read how IBM, Iris Power Engineering and the Toronto and Region Conservation Authority are successfully conducting interviews with skilled immigrants.
- Building Buy-In from Hiring Managers: Listen to this webinar to learn how companies have convinced hiring managers to accept candidates with international experience.