https://www.leadingpeoplefirst.com/articles daily 0.75 2021-11-03 https://www.leadingpeoplefirst.com/articles/reducing-post-interview-bias monthly 0.5 2021-11-03 https://images.squarespace-cdn.com/content/v1/5f3e1e7b5aa16a686e3f3920/faa574c1-25e4-46b2-abe9-5f97b2f6e99f/4.png Read - Reducing Post-Interview Bias - Think Beyond the Role Instead of thinking if this person can be successful in the role, or has the ability to accomplish the work, check with yourself to see if this candidate will help your team succeed. By asking if they bring qualities and strengths that your team doesn’t currently possess, you make your team that much stronger. https://images.squarespace-cdn.com/content/v1/5f3e1e7b5aa16a686e3f3920/572c9de6-bf98-45d2-b06e-f89f609c6360/9.png Read - Reducing Post-Interview Bias - Check Your Bias One More Time You know the saying, “Measure twice, cut once”? Same thing applies here. Double check your thinking, and even check with others. Interviews are essentially speed dating, and they need to be a bit more drawn out in order to make a long-term decision. So, even if you don’t connect with them in that short interview, ask yourself if it is going to prevent you from working well with them? Or if it’s going to prevent you from succeeding in their role? https://images.squarespace-cdn.com/content/v1/5f3e1e7b5aa16a686e3f3920/33624502-bab3-4f67-aab3-a9ee5eb757f0/7.png Read - Reducing Post-Interview Bias - Get Rid of Affinity Bias Yes, we want to connect with others who are like us. When it comes to innovation and the employee experience, that sense of belonging and inclusion is more important than ever. And rather than connecting over your personal values, take a more objective approach by checking to see if they hold the same values your organization does. https://images.squarespace-cdn.com/content/v1/5f3e1e7b5aa16a686e3f3920/152104f6-4b74-4770-8355-12a716f6b385/8.png Read - Reducing Post-Interview Bias - Differences Make All the Difference Similar to finding strengths not found on your team, look for traits your organization doesn’t already have. Is there a perspective that this candidate brings that the company has never seen or accounted for? If this person has radical ideas, will they push the company into new markets, connect with different demographics, or enhance the employee experience? https://images.squarespace-cdn.com/content/v1/5f3e1e7b5aa16a686e3f3920/03c3c072-62fb-4a50-9389-c9bc0812b9de/3.png Read - Reducing Post-Interview Bias - Identify and Accept Differences Remember that diversity isn’t only based on race, gender, or nationality. It includes neuro-diversity, personalities, abilities, experiences, and thought. We need to seek and accept the different perspectives that others bring, which drives success in teams. https://images.squarespace-cdn.com/content/v1/5f3e1e7b5aa16a686e3f3920/bb0fce1a-b0e1-4caf-b335-b4e9420889c4/6.png Read - Reducing Post-Interview Bias - Status Quo is an Anchor Maybe your last employee in this role was great, or maybe this is an exciting new position. Either way, holding the status quo is an anchor and prevents innovation. Find someone who will challenge your own thoughts, your team’s development, and your organization’s processes to do things better. 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I always end up getting frustrated because the character is a master of none, so there aren’t really any major strengths or weaknesses. During my education and through the early part of my career, I had always thought being “well-rounded” was a good thing. You could be good at a lot of things, but I quickly grew frustrated, just like I did with my video games. https://www.leadingpeoplefirst.com/articles/covid-reflections monthly 0.5 2020-10-01 https://www.leadingpeoplefirst.com/articles/live-and-breathe-diversity-equity-inclusion monthly 0.5 2020-09-22 https://images.squarespace-cdn.com/content/v1/5f3e1e7b5aa16a686e3f3920/1598464433800-VW07LA2JUQ582EE68H3F/pexels-fauxels-3184436.jpg Read - We Need to Live & Breathe Diversity, Equity, and Inclusion - Our purpose and mission statements are generally either really vague and esoteric or incredibly specific, so they kinda suck. Rarely are there mission and purpose statements that hit the nail on the head. 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