Love Andy Warhol? Traditional Christian? Allergic to cats?
Something sparked the other day while listening to John’s webinar on Virtual Learning: Interviewing and Onboarding Without Shaking Hands. The #HRCommunity prizes itself on non-biased interviewing, right? Of course!
What if they don’t know they are acting on biases? Here comes the dreaded two words we all get sick of hearing, UNCONSCIOUS BIAS.
Dun Dun Duuuuun.
This isn’t your regular blog about unconscious bias; because we aren’t in regular times. This is a blog about unconscious bias during the VIDEO interview process. And I know many of you are conducting video interviews.
Things are weird; we don’t have a choice but to use a webcam and talk to a screen to land a job. On the other end of that screen is an interviewer looking directly at you and asking you questions about if you’re a fit for the open position. Plus, there are a hundred additional questions running through your head:
On the other hand, the interviewer might not give AF about any of the things you are thinking. Their focus may be on something else, maybe the buddha figurine on your desk? The fact that you have a wagon wheel on your wall or that they can see the corner of what looks to be a litter box?
Wait, did I go there?
Yes, I did.
Let’s be honest people, do you think I believe that the modern architecture-loving person who HATES cats is NOT going to think about that during the selection process?
Of course they are! That person will deny that they’re participating in any biased thinking, I’m sure of it. Here’s the thing, it’s freaking called UNCONSCIOUS—the part of the mind which is inaccessible to the conscious mind but which affects behavior and emotions—for a reason. Simply put, you don’t know that you’re acting on a bias.
So, as a candidate in a video interview, you need to be proactive in addressing your space. Before you connect to your video interview, check the view. Some things to make sure you’re addressed:
What are we going to do about managing unconscious video interviewing? Are we hiring one person over another due to their decorating preferences, religious choice, or favorite animal?