Interview Scorecards & 3 Ways to Avoid Bias

By Team Hireology,
March 4, 2015

Those who are quick to judge others could probably use a hugÉor two. As much as I dislike those who judge others too quickly or often, I also realize it’s only human to do so and that we all do it at some point or another. I’ll be honest-if I saw someone come into the office wearing pajamas on his/her first day, I’d probably assume that person had some issues (or was hilarious).


Although it’s natural to have first impressions of people, sticking to your gut feeling or quick judgments of others can impair your thoughts on candidates during interviews. 

According to a recent article published by Inc. Magazine, hiring managers (and most people in general) are quick to judge when meeting someone for the first time:

  • ‘33% of managers know within 90 seconds if they will hire you’
  • ‘People will determine if you’re trustworthy within 1/10 of a second’
  • ‘Before the brain registers your gender, it has already decided if you are likable’

3 Ways to Value the Interview

There are steps hiring managers can take to avoid making these initial judgments during future interviews. Making sure every qualified candidate has the same opportunity during the hiring process is essential to finding the right employees. Here are some ways you evaluate candidates accurately, rather than relying on gut feelings: 

  1. Pre-Screening-Get to know your candidates before you meet with them for the face-to-face interview. Conducting phone interviews beforehand is an important step in the interview process. This helps you rule out the less qualified candidates and choose those who are more qualified for the job, as well as seem more fit (personality-wise) for your workplace environment.
  2. Ask Appropriate Questions-Preparing questions that will analyze the job qualifications, history and personality of a candidate helps you dig deeper into who the candidate is and whether or not he/she is the right match. It also helps you avoid some of the candidate’s characteristics that you may have been too quick to judge upon meeting him/her for the first time.
  3. Keep Score-Scorecards are always recommended for use during and after conducting interviews. Interview scorecards involve strategic questions that have been researched and developed using proven algorithms. These then allow you to compare candidates (without bias) and make the best hiring decision.

Don’t be so quick to judge the next time a candidate comes into the office with a goofy haircut or mustard stain on his/her jeans. Get to know that candidate first. Use interview scorecards and conduct a proper interview before making your final decision. You never knowÉthat initially awkward candidate could end up being your best employee!

You could probably use a little help from a friend. Download our free eBook below and get the 411 on how to accurately score your interviews. 

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