Interviewing is meant to be about hiring the best candidate for the position.

But sometimes, it’s also about gut instinct, assumptions, and little cues we don’t even know we’re responding to.

That’s interview bias — and it can sabotage even the best-intentioned hiring process.

What Is Interview Bias?

Interview bias is when a candidate is judged unfairly based on subjective opinions, stereotypes, or non-job-related criteria.

It may be conscious or unconscious — and it tends to camouflage itself in plain sight.

Some of the most common types of interview bias are:

1. Affinity Bias

Liking someone because they “remind you of yourself.”

Same school and hobbies? Background? That’s not always a sign of fit — it’s a shortcut for familiarity.

2. Confirmation Bias

Making a quick judgment in the first 60 seconds and then spending the rest of the interview trying to validate it.

3. Halo/Horns Effect

When one positive (or negative) characteristic tints the whole impression of a candidate.

Strong resume? You miss bad responses. Weak handshake? You fail strong observations.

4. Name/Accent/Gender Bias

Yes, it still occurs. Even with good intentions.

Research indicates that the same resume can have very varied replies based solely on name.

5. Groupthink Bias

Panel interviews where the loudest voice dictates the outcome — not the facts.

Why Interview Bias Hurts

It’s not only unjust. It’s inefficient.

  • Good candidates are rejected for the wrong reasons
  • Bad fits are hired because they “clicked”
  • Diversity suffers — quietly, and systematically
  • Hiring cycles become longer, messier, and more emotional

In short: bias isn’t a DEI problem. It’s a business problem.

How to Minimize Interview Bias (Quick Wins)

  • Structured interviews: Same questions, same set of role-based questions to each candidate. No improvisation.
  • Purposeful scoring: Establish clear assessment criteria and adhere to it — before the interviews start.
  • Vary your panels: Multidisciplinary interviewers = fewer blind spots and improved decisions.
  • Withhold verdicts: Get individual feedback before group discussions to prevent opinion bias.
  • Monitor patterns: Bias tends to appear in trends. Check how your team is performing over time.

Can Tech Assist?

Yes — but only if it’s designed with bias reduction in mind.

At Fomogo, we help make structuring, aligning, and hiring quickly — without reverting to gut instinct.

Final Thought

Bias may not always be apparent — but it determines outcomes.

And correcting it isn’t just the right thing — it’s the smart thing.

Let’s recruit better, faster, and more fairly!