Effective Interviewing - Module 1

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EFFECTIVE INTERVIEWING

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• Interviewing Preferences​
• DEI Law Compliance​
• Interviewing Biases

Step 1: Preparing for the Interview Process

Military Preference +

Reduction in Force (RIF) Preference +

Interviewing Preference

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Senate Bill 17, Texas Education Code SS 51.3525​

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Keywords to avoid in the interview process:​

• Diverse/Diversity​
• Equity​
• Inclusion/Inclusivity​
• Ethnicity​
• Gender/Gender Identity​
• Culture​

DEI Law Compliance:

Confirmation Bias +

Nonverbal Bias +

Stereotyping +

Interviewing Biases

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Generalization +

Contrast Effect +

Conformity +

Anchoring +

Affinity Bias +

Please complete the short knowledge check below to continue.

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Knowledge Check

Generalization

Generalization bias occurs when the interviewer assumes the candidate's interview behavior reflects their overall personality. This bias can extend into employment, leading to unfair treatment or exclusion from opportunities.

Review Valuable Professional Skills

Stereotyping

Interviewers may unconsciously stereotype candidates based on factors like age, gender, race, or appearance, leading them to overlook valuable skills or unfairly assume a lack of ability due to group membership.

Confirmation Bias

Confirmation bias occurs when an interviewer forms a belief about a candidate and unconsciously seeks to confirm it. This bias affects how interviews are conducted, how responses are interpreted, and how candidates are remembered.

Anchoring Bias

Anchoring bias occurs when the interviewer fixates on the first piece of information, even if it's irrelevant. For example, a sloppy handshake or a candidate's higher-than-required education can unfairly influence how the rest of the interview or other candidates are evaluated.

Military Preference

• Veteran​
• Veteran with a disability​
• Military Employment Preference​
• Section 657.003

Nonverbal Bias

Nonverbal bias occurs when an interviewer focuses too much on nonverbal cues, like posture and gestures, and overlooks a candidate's skills and qualifications.

Contrast Bias

When a strong candidate follows a weaker one, the contrast may make them seem more qualified than they are. This can bias the interviewer, especially when interviews are back-to-back, leading them to favor confident candidates over those who may be more qualified but appear timid.

Reduction in Force (RIF) Preference​

• Meets minimum qualifications​
• 10 years or more with TAMUS

Learn more about "confirmity bias"

Conformity

Conformity bias occurs when interviewers align with the majority opinion rather than using their own judgment. For example, an interviewer may agree that a candidate is the best fit just to fit in, even if they originally preferred someone else.

Learn more about avoiding affinity bias

Affinity Bias

Affinity bias, or similarity bias, happens when interviewers favor candidates they have something in common with, such as background or connections. This natural instinct can lead to a “personality silo,” where shared traits are prioritized over skills, limiting workplace diversity.