Tag: Interviewer Bias

Hiring for Success – Part 7

Post author By Lou Adler
Post date September 4, 2023

With AI, there’s a new math for hiring. It turns out everyone can now be in the top half of the top half. To get there candidates and hiring managers both need to be more discriminating and make wiser decisions. Getting to the top 10% takes a little more effort. For some it’s worth it. […]

Tags Hiring Top Performers, Interviewer Bias, Job Success, Passive Candidate Recruiting, performance profiles

Current Articles Diversity Hiring Passive Candidate Recruiting

HR’s Misreading of the Labor Law is #1 Cause of Hiring Bias

Post author By Lou Adler
Post date November 23, 2021
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In my semi-retired state, I’ve decided to give away my best secrets for recruiting and hiring the top 25% with a new type of training program. Many of them are highlighted in the infographic above. You’ll be able to learn and apply them all just by reading Hire with Your Head (4th ed, Wiley. September 2021) and becoming a participating member of our virtual book club.

Tags Hiring Success, Hiring Top Talent, Interviewer Bias

Assessing Soft Skills Controlling Bias

Chapter 4 – Developing a Bias-Free Hiring Process

Post author By Lou Adler
Post date October 5, 2021
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This chapter is about controlling interviewer bias. It is the most important chapter in the book since more hiring mistakes are made due to bias than any other cause. In fact, if you read only this chapter before conducting another interview and use these techniques for overcoming bias, you’ll reduce you’re hiring mistakes by at least 50%. (See graphic below.)

Tags Hire with Your Head, hiring, Hiring Decisions, Interviewer Bias

Controlling Bias Diversity Hiring

10 Ways to Reduce Interviewer Bias

Post author By LouAdlerArticles
Post date October 14, 2020
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In my 45+ years as a recruiter, one of the many things I’ve learned is that strangers get a bad deal when it comes to being accurately assessed during interviews. While people who are known to the hiring manager are assessed on their past performance, strangers are judged on their motivation to get the job, a bunch of generic competencies, the depth of their technical knowledge and the quality of their presentation skills. Worse, all of these factors are viewed through a biased lens filled with misconceptions and flawed logic.