How do bias interviews affect the accuracy of job candidate evaluations?
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Bias in interviews can significantly impact the accuracy of job candidate evaluations. Research indicates that various factors such as parental status, sexual orientation, political affiliation, personality type, gender, and audiovisual quality can introduce bias in the evaluation process. For instance, cues indicating parental status and political affiliation can influence perceptions of warmth, competence, and interview performance . Additionally, personality type and gender stereotypes can lead to biased evaluations, especially when interviewers act as cognitive misers . Moreover, differences in audiovisual quality during video interviews can also affect candidate ratings, favoring those with better internet connections . These biases can distort the assessment of candidates, potentially leading to unfair outcomes and hindering the selection of the most qualified individuals.
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| Papers (5) | Insight |
|---|---|
Open access 01 Jan 2015 | Bias in job interviews can lead to inaccurate candidate evaluations. Longer interviews may reduce bias by providing more information, allowing for better evaluation and potentially fairer decisions. |
| Interview bias due to audiovisual quality impacts job candidate evaluations, favoring those with better connections. Even when warned, participants still rated candidates with higher AV quality as more hirable. | |
18 Oct 2021 | Bias in multimodal machine learning interviews can marginally improve prediction accuracy but increase bias and reduce fairness. Gender-norming and removing biased features can enhance fairness without significant accuracy loss. |
3 Citations | Bias in asynchronous video interviews can impact perceptions of warmth and competence, as well as ratings of interview and work performance, based on stigmatizing background cues like parental status and political affiliation. |
| Bias interviews, particularly against stigmatized applicants, can lead to inaccurate job candidate evaluations by influencing initial impression formation during the interview process, as highlighted in the research. |
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