7 Potential Pitfalls when Recruiting with a Diverse Lens
- Cloning – Hiring an applicant like the interviewer, or someone just like the person already in the position
- Halo Effect – When an interviewer sees part of themselves in candidates, including experiences and attitudes, as well as ethnic, racial, cultural or social background (for example, schools attended, majors, etc.) a mediocre applicant transforms into a glowing candidate.
- Unconscious bias – The opposite of the halo effect, this is when is when the applicant is unlike the interviewer and may view the candidate in a negative light.
- The “Great At Interview” Candidates – These dynamic, enthusiastic, personable candidates can talk knowledgeably about topics.
- The “Bad at Interview” Candidates – These candidates’ appearances or presentations are lacking in some way that overpowers their skills and abilities.
- Incorrect interpretation – A misunderstanding due to cross-cultural miscommunication
- Stereotyping – When interviewers develop a mental image of the ideal employee, those applicants who fit the preconceived image mold will be treated more favorably than those who do not.