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Obviously, you need to have safeguards against discrimination. However, you also need to give hiring managers leeway to go with their instincts. Often when inte
by tharne 6y ago
Obviously, you need to have safeguards against discrimination. However, you also need to give hiring managers leeway to go with their instincts. Often when interviewing someone you'll have a gut feeling about them, sometimes good, sometimes bad.
Those times when I've had a bad gut feeling about a candidate and ignored it, I've later come to regret it.
If managers can't have discretion without consulting a decision matrix, lest they be accused of some "ism", you might as well just get rid of the interview process and save both the applicants and the interviewers a lot of time and stress.
- metajack 6y agoIt's hard to separate gut feeling from unconscious bias. Those times you remember not listening to your gut and regretting it are susceptible to confirmation bias. Personally, I've had great gut feelings about people that turned out to be terrible hires. I've had bad feelings about people who turned out great. I've had direct work experience with folks that were amazing, and then at a future job they performed quite poorly. There's no removing subjectivity from interviews probably, but I highly recommend you turn down your gut feelings if you have an interest in unbiased or at least less biased hiring decisions.