Effective Interviewing - Module 1

EFFECTIVE INTERVIEWING

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Module 1

Step 1: Preparing for the Interview Process

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

Module 1

Module 1

Interviewing Preference

Reduction in Force (RIF) Preference +

Military Preference +

DEI Law Compliance:

Keywords to avoid in the interview process:​

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

• Are there words that I can use instead?​
• What if an interviewee asks about AgriLife’s DEI practices?

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Senate Bill 17, Texas Education Code SS 51.3525​

Affinity Bias +

Anchoring +

Conformity +

Contrast Effect +

Generalization +

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Interviewing Biases

Stereotyping +

Nonverbal Bias +

Confirmation Bias +

Knowledge Check

Module 1

Please complete the short knowledge check below to continue.

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.

Generalization

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.

Stereotyping

Review Valuable Professional Skills

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.

Confirmation 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.

Anchoring Bias

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

Military Preference

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

Nonverbal Bias

Learn more about nonverbal communication

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.

Contrast Bias

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

Reduction in Force (RIF) Preference​

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.

Conformity

Learn more about "confirmity 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.

Affinity Bias

Learn more about "personality silo"