Fair Candidate Evaluation Techniques

One of the most exciting aspects of writing "Make Work Fair" with my coauthor, Iris Bohnet, has been turning behavioral science insights and research evidence into practical, data-driven organizational design. Today, I want to share a powerful tip for improving hiring processes: structured decision-making. Unstructured interviews are notoriously poor predictors of job performance and rife with bias. But by adding structure to our hiring processes, we can significantly improve both fairness and —importantly—effectiveness. Here's a simple three-step approach you can implement: 📋 Define clear evaluation criteria before reviewing any applications. 🔢 Use a standardized scoring rubric for all candidates. ↔️ Compare candidates’s answers horizontally (all answers to question 1, then all answers to question 2, etc.) rather than vertically (one full candidate at a time). This method helps mitigate the impact of unconscious bias by focusing our attention on relevant qualifications rather than subjective "fit" or first impressions. In my research, I've seen organizations implement similar approaches with promising results. While specific outcomes vary, the trend is clear: structured hiring processes tend to lead to more diverse candidate pools and better alignment between job requirements and new hire performance. Have you tried structured hiring in your organization? What was your experience? #HiringPractices #WorkplaceFairness #DataDrivenHR #MakeWorkFairBook

Navigating the employment market in the U.S. can be a daunting task. Despite our efforts in meticulously editing our CVs and tailoring cover letters for prospective jobs, success in the #recruitment process often hinges on 𝐡𝐨𝐰 𝐭𝐡𝐞 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐝𝐞𝐬𝐢𝐠𝐧𝐬 𝐭𝐡𝐞 𝐚𝐜𝐭𝐮𝐚𝐥 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭. Having recently undergone a positive recruitment process, I am eager to shine a spotlight on how Elisabeth Cohen of the Climate Action, Sustainability and Resiliency - City and County of Denver executed equitable hiring practices. 𝐒𝐞𝐧𝐝𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐢𝐧 𝐀𝐝𝐯𝐚𝐧𝐜𝐞: Sending interview questions in advance is a good practice as it allows candidates to prepare thoroughly, fostering more thoughtful and well-structured responses. This approach promotes #fairness, ensuring all candidates have an #EqualOpportunity, while also reducing interview-related stress. 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 (MBI): Prioritizing MBI extends beyond evaluating technical skills, offering insights into authentic enthusiasm, passion, and commitment. In certain instances, possessing relevant skills alone may not suffice; individuals overflowing with enthusiasm and passion often contribute to work with equal or greater efficacy. 𝐒𝐤𝐢𝐥𝐥𝐬-𝐅𝐢𝐫𝐬𝐭 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: By prioritizing 𝘤𝘰𝘮𝘱𝘦𝘵𝘦𝘯𝘤𝘪𝘦𝘴 over traditional markers, CASR paved the way for candidates from diverse backgrounds. 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: From the first screening interview onwards, it became evident that the hiring manager strongly prioritized transferable skills. Recognition of the value of transferable skills speaks volumes about CASR's commitment to assessing candidates beyond traditional qualifications. It's a game-changer that not only acknowledges the wealth of experiences individuals bring from various backgrounds but also enriches the organization with diverse perspectives and capabilities. 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: The CASR team demonstrated effective communication with candidates throughout every stage of the process. Transparency was key – from a clear timeline at each stage to ample time for tasks, the CASR Team ensured no guessing games about application status. Feeling #seen, #heard, and #valued throughout the entire journey was an empowering rarity. 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: The recruitment process fostered a secure and inclusive atmosphere, allowing the candidates to bring their authentic selves. CASR's recruitment practices are a beacon for other organizations aiming to create inclusive and equitable hiring processes. Hats off to the CASR Team for their unwavering dedication to Diversity, Equity, and Inclusion (#DEI). Encourage more organizations to embrace these practices by sharing and commenting on this post, thereby raising awareness on #EquitableHiring practices.

A Critical Evaluation of a Speculative Solution Creation Exercise. 🔵 The Unpaid Challenge: One of the most common and damaging issues with a design challenges is when they're unpaid. When we ask candidates to invest 6–10+ hours of their personal time producing speculative solutions, we are essentially asking them for free labor. Not everyone can afford to give away that much time, unpaid challenges reinforce privilege: they advantage those with fewer financial or family constraints, while unintentionally excluding working parents, caregivers, and those already balancing multiple roles. This is shortsighted. If we want to hire diverse, well-rounded designers who represent the communities our products serve, we cannot structure our process around uncompensated effort. 🔵 The Speed Test Fallacy: Fast ≠ Good A frequent issue is the bias toward speed. Candidates race to produce polished work in a short window to impress a hiring panel. The result is often hi-fidelity assumptions rather than carefully reasoned design. This fosters a dangerous dynamic: we start rewarding presentation shine and clever hacks rather than thoughtful inquiry, stakeholder alignment, or systemic thinking. That means we end up hiring designers who look fast and clever under pressure rather than the ones who excel at navigating ambiguity, asking the right questions, and collaborating across functions. It is the design equivalent of hiring a surgeon because they stitched something up quickly, without checking whether they addressed the underlying diagnosis. 🔵 The Quality Trap: Why Rushed Work Misleads Evaluators When work is rushed, we often confuse polish with competence. Candidates who happen to be adept at rapid prototyping or visual design may look stronger than those who are methodical researchers or strategists, yet in practice, both skill sets are critical. By removing time for discovery and reflection, the challenge becomes a test of production stamina, not design judgment. So hiring managers risk missing out on the very candidates who could strengthen their teams: deep thinkers, the empathetic interviewers, the ones who ask, What problem are we solving and why, instead of just designing a solution. 🔵 A Better Model: From Output to Process The most effective design exercises are contextual, transparent, and respectful. Strong alternatives include: 🔶 Portfolio Deep Dives: Walk candidates through past work, then ask how they would adapt their approach to your domain. 🔶Case Conversations: Provide real (sanitized) artifacts and constraints. Ask candidates what questions they would ask, how they would frame the problem, and what discovery paths they would pursue. 🔶Collaborative Workshops: Run a 45–60 minute facilitated working session with the hiring team so you see how candidates collaborate, not just what they produce alone. 🔶Paid Take-Homes: If a practical exercise is needed, scope it tightly (2–3 hours max) and pay candidates for their time. #Hiring

Improving Hiring Practices in Exercise Physiology: A Deeper Dive into Candidate Evaluation In the realm of exercise physiology, traditional hiring practices often rely heavily on certifications, test questions, and previous work experience. While these elements are important, they may not fully capture a candidate’s practical skills and in-depth understanding of the field. To select the best exercise physiologists, it’s crucial to delve deeper. Here are some advanced strategies for hiring managers: 1. Wasserman 9-Panel Plot Analysis: Request candidates to interpret a Wasserman 9-panel plot, identifying signs of cardiac, pulmonary, or muscular limitations. For clinical roles, ask how they would use this data to diagnose chronic diseases, such as interpreting a high VE/VCO2 ratio as a potential indicator of congestive heart failure. 2. Oxygen Consumption Process: Evaluate understanding of the entire oxygen consumption process, from inhalation to ATP production. This helps assess their grasp of fundamental physiological processes. 3. Determining Physiological Thresholds in CPET: Ask for methods to identify physiological thresholds during cardiopulmonary exercise testing (CPET). This can reveal their practical knowledge in assessing physical capacity and fitness levels. 4. Exercise Plan Case Study: Present a case study requiring the development of an exercise plan based on given data (CPET results, biomarkers, past training). This tests their ability to apply theoretical knowledge in real-world scenarios. 5. Factors Inhibiting VO2max Gains from HIIT: Understanding limitations is as crucial as promoting gains. Ask for factors that might inhibit VO2max improvements from high-intensity interval training (HIIT). 6. Insights from Recent Publications: Inquire about the latest research they’ve read and the insights they’ve gained. This checks their commitment to staying updated in the field. 7. Open Problems in Exercise Physiology: Discussing current challenges in the field can reveal a candidate’s depth of understanding and their potential for innovative thinking. 8. Critical Analysis of Reports: Provide a report from another specialist for evaluation and critique. This assesses their critical thinking and ability to constructively evaluate peer work. 9. Teamwork and Medication Interference Case Study: Test their ability to collaborate with a medical team in modifying an exercise plan due to medication interferences. This evaluates their teamwork skills and understanding of the interplay between exercise and pharmacology. 10. Practical Skill Evaluation: Finally, assess practical skills through demonstrations or hands-on tests, as real-world skills are essential. By incorporating these deeper evaluative strategies, hiring managers can more effectively identify candidates who not only have the necessary qualifications but also demonstrate a profound understanding and practical application of exercise physiology.

Interviewer A (Monday, 9 AM): "Great energy. Confident… exactly what we need." Interviewer B (Friday, 5 PM): "Too cocky. Overconfidence is a red flag." Interviewer A: "Credentials are impressive. Solid background." Interviewer B: "Credentials mean nothing without curiosity. Didn't see it.." Interviewer A: "Strong communicator, very clear." Interviewer B: "Vague answers, unclear messaging." One candidate. Two interviewers. Opposite conclusions. This is personal bias in action: Interviews often tell you more about the interviewer’s mood, mindset, and personal preferences than the candidate’s actual traits and abilities. Hiring shouldn't depend on moods or timing. It should depend on measurable traits and clear standards. Three ways to fix this: -> Fewer, sharper interviews: Cap it at 3–4 rounds, each with a clear, unique focus (technical, cultural, collaborative). -> Structured rubrics: Rate predefined, observable behaviors… cut out "gut feeling." -> Calibration sessions: Align what "good communication" or "growth mindset" concretely looks like. Stop guessing. Let data-driven clarity drive your hiring decisions, ensuring every candidate is assessed fairly and consistently.

It’s hard to overstate the importance of an equitable recruiting process. Yet, despite the best intentions, unconscious biases can creep into the recruitment process, subtly influencing decisions and potentially leading to a less diverse and dynamic team. Overcoming these biases is not just the right thing to do, but it’s a strategic advantage for any business seeking innovation, resilience, and a broader range of perspectives. Let’s talk about strategies that you can take to overcome bias in your recruiting process: ✅ Recognize and Acknowledge Bias The journey to inclusive hiring begins with acknowledging our unconscious biases. These are the automatic, mental shortcuts our brains take to categorize people. While they are a common part of human psychology, in the recruitment process, they can lead to unfair judgments and missed opportunities. ✅ Implement Structured Interviews One effective strategy for minimizing bias is to use structured interviews. This involves asking all candidates the same set of predetermined questions in the same order. Structured interviews ensure that each candidate is evaluated on the same criteria, reducing the influence of personal biases. ✅ Use Skills-Based Assessments Skills-based assessments objectively measure a candidate’s ability to perform job-specific tasks. By concentrating on what truly matters — the ability to do the job — we minimize the risk of biases clouding our judgment. ✅ Diversify Your Recruitment Panel A diverse recruitment panel is more likely to recognize and challenge unconscious biases, leading to fairer hiring practices. When the panel reflects a range of perspectives and experiences, it is better equipped to evaluate candidates based on their merits rather than unconscious stereotypes. ✅ Continuously Train Your Team Ongoing training on unconscious bias and inclusive hiring practices is essential. Such training should not be a one-time event but an integral part of your company’s ongoing commitment to diversity and inclusion. ✅ Gather and Analyze Data Data analytics can uncover patterns of bias in the recruitment process. By examining hiring trends and outcomes, organizations can identify areas where biases may be influencing decisions and take steps to address them. ✅ Embrace Culture Add Over Culture Fit The concept of "culture fit" has long been a staple of recruitment strategies, aimed at maintaining cohesion within teams. However, this approach can inadvertently favor sameness over diversity. Here’s the Thing: Building an equitable recruiting process requires a commitment to recognizing and overcoming biases and a strategic reevaluation of what makes a candidate the "right" fit. The move towards more inclusive hiring practices, including structured interviews, skills-based assessments, and a focus on diversity, underscores our dedication not just to doing what's fair, but to doing what's best for our organizations in an increasingly complex and interconnected world.

Candidates don't want to join a workplace family. They already have one. Candidates don’t want pizza nights and slogans. ↳ They want a fair, structured hiring process. Let’s stop romanticising the idea of “culture fit = family.” Hiring isn’t about finding those you’d have a beer with. It’s about finding someone who solves your business problem, through building a system that’s clear, fair, and aligned with growth. What candidates truly need in a hiring process: 1. Clarity in the role ↳ Vague job specs attract vague results. Clear expectations attract the right talent. 2. Respect for their time ↳ Endless reschedules and ghosting cost you credibility and top talent. 3. Structured evaluation ↳ Consistency beats gut feel. Scorecards > “I just liked them.” 4. Transparent communication ↳ Silence kills trust. Timely updates show professionalism. 5. Fair treatment ↳ Every candidate deserves an equal chance, not just referrals or “friends of.” 6. Feedback that matters ↳ Even if it’s a no, respectful feedback leaves a lasting impression. 7. A candidate experience that reflects your brand ↳ The way you hire signals the way you operate. Top talent is watching. Candidates want to join a team that respects their time, values their effort, and sets them up for success. Want access to my Hiring Blueprint? DM STRATEGY and I'll send it over. -- ♻️ Repost to raise the bar for hiring. ➕ Follow Mieke Contreras for more on building hiring systems that work.

Dwight Jackson, a Black man, claims that the Shinola Hotel denied him a job interview because of his race. He knows this, he says, because he reapplied for the same job at the same hotel with the same resume ... with one key difference. He changed his name to John Jebrowski. While the hotel didn't offer Jackson an interview, it did offer one to Jebrowski. That, Jackson says in his recently filed lawsuit, is race discrimination. Inherent bias refers to the attitudes or stereotypes that unconsciously affect our understanding, actions, and decisions. These biases can silently influence hiring decisions, leading to discrimination based on characteristics such as race. Name bias is one example of how inherent biases manifest themselves. What can an employer do to prevent these inherent biases from infecting hiring decisions? Here are 7 suggestions: 1. Implement blind hiring practices by removing identifying information from resumes and applications. 2. Develop a structured interview process with standardized questions for all candidates. 3. Use scorecards to evaluate responses consistently. 4. Train hiring managers on recognizing and mitigating inherent biases. 5. Form diverse interview panels to provide multiple perspectives on each candidate. 6. Analyze hiring data and practices to identify and address patterns of bias. 7. Define clear, job-related criteria for evaluating candidates. Eliminating inherent bias is critical to create fair and inclusive hiring practices, which in turn helps create diverse and inclusive workplaces. It also helps eliminate the risk of expensive and nasty discrimination lawsuits.

Effective interviewing techniques are crucial for identifying the best candidates while ensuring a fair and thorough evaluation process. A structured approach, beginning with clear job requirements and criteria, helps interviewers assess candidates objectively. Active listening is key, allowing interviewers to understand candidates' responses fully and ask relevant follow-up questions. Behavioral interviewing, focusing on past experiences to predict future performance, provides valuable insights into candidates' skills and problem-solving abilities. Situational questions test how candidates would handle specific job-related scenarios, gauging their decision-making and critical thinking skills. Additionally, creating a welcoming and professional environment promotes open communication and helps candidates feel at ease, encouraging them to showcase their true capabilities. Interviewers should also consider diversity and inclusion, ensuring fairness and equal opportunities throughout the process. Lastly, providing timely feedback to candidates reflects respect for their time and effort, leaving a positive impression regardless of the outcome. These techniques collectively contribute to making informed hiring decisions that align with organizational goals and values.

So, you decided it's time to hire a copywriter. They promise the world, but their work is full of typos and grammatical errors. You spend more time correcting their work than if you'd just done it yourself. That new VA you hired? They're never available when you need them, and even when they are, they don't seem to have a clue about what to do with the tasks you've delegated to them. Your video editor? More like video butcher. They are hopeless when it comes to understanding your vision, and you're left with a final product that's completely unrecognizable from what you had in mind. And let's not even get started on your high turnover rate. Just when you think you've found someone decent, they're out the door, and you're back to square one Enough of the problems, let's talk solutions. Let's break it down: 1. Clear Job Descriptions: Make sure your job descriptions are clear, concise, and accurately reflect the role. This will help potential candidates understand EXACTLY what's expected of them 2. Skills Tests: Incorporate technical skills tests into your hiring process. For example, give your candidate a trial task to complete as part of the hiring process. If you're hiring a graphics designer, ask to see their portfolio of previous work, or ask them to make you a new logo or youTube thumbnail template. This will give you a better idea of a candidate's abilities before you hire them 3. Situational Awareness Tests: Use behavioral interview techniques to assess how a candidate might react in certain situations. Ask them how they would handle a problem which popped up at the last minute on a project with a tight deadline, what they would do if they were wrongfully-accused of making a mistake, how they would respond if they were given a task with a deadline they knew was unrealistic, and so on. This can give you insight into their problem-solving skills and how they handle conflict resolution, as well as time pressure. 4. Reference Checks: Always make sure to check a candidates' references. Getting in touch with someone who has firsthand experience working with the candidate can give you a much clearer picture of a their reliability and past performance. 5. Cultural Fit: Assess whether a candidate will fit into your company culture. This can include anything from timezone overlap, to relevant lifestyle or personality traits. For instance, if you have a clothing brand aimed at customers showcasing their vegan lifestyle, perhaps an email customer support agent who spends their free time hunting Deer in the forest wouldn't be an ideal match.