As an employer, you want personnel who can produce results and contribute meaningfully to your business. Thoughtful job interviews allow you to identify the strengths and weaknesses of candidates. However, they may leave you vulnerable to discrimination claims if you aren’t careful.
Navigating the interview process without bias can be tricky, especially in California’s employee-friendly environment. Here are some tips that may help you conduct unbiased interviews that showcase talent while minimizing the risk of discrimination claims.
Focus on the job position
Use neutral language and avoid inquiries about an applicant’s personal life, family planning, religion, age or other protected characteristics. Instead, ask skill-based questions about experiences and achievements, allowing candidates to highlight their capabilities without revealing irrelevant details.
Bonus tip: Consider adopting a blind resume review process that strips away personal details about each candidate before choosing who to interview.
Create a diverse and inclusive atmosphere
Many employers conduct their own interviews to ensure they have found the best person for the job. However, creating a panel of interviewers from different backgrounds and perspectives may minimize unconscious bias and broaden the assessment criteria.
Bonus tip: Ensure that the interview process is accessible to all candidates, including those with disabilities, by providing accommodations.
Structure and standardize the process
Use a standardized and structured interview process for all your job candidates. Prepare a script with questions relevant to the specific position you seek to fill and assess candidates on job-related categories within the script.
Bonus tip: Use interview scorecards to rate candidates objectively and consistently.
As you can see, it need not be complicated or expensive to improve your job interview process to benefit your company and your candidates. Legal guidance can help you find more ways to protect your business from discrimination claims.