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Good moods. Bad moods. We all have them, but the interviewing process is no time for “moods” of any kind. You need to be objective as humanly possible. A consistent process will minimize bias considerably.
For example, you might “like” somebody and lob them softball questions. And even if they mess up, you may falsely feel that you were impressed with the content and context of their answer.
On the other hand, if you’re in a bad mood and don’t like somebody at first glance, you may ask some really hard questions which allows you to flail away and then say there’s no way we can hire them. We will never fully eliminate bias but you can minimize it greatly. Think about it.