A structured, evidence-based interview process is essential to minimize unconscious bias and ensure fair hiring decisions, especially as diversity, equity, and

A structured, evidence-based interview process is essential to minimize unconscious bias and ensure fair hiring decisions, especially as diversity, equity, and inclusion (DEI) initiatives face challenges. Bias, such as the halo effect, can skew judgment, but defining a candidate profile with required skills and behaviors, crafting targeted questions, and focusing on observations rather than interpretations can help mitigate its impact. By asking open-ended, competency-focused questions and using follow-ups to gather detailed responses, hiring managers can evaluate candidates objectively. Decisions should rely on documented evidence rather than gut feelings, ensuring a fair and respectful process that identifies the best talent for the role.