The use of technology is sweeping through the hiring process. It’s used to help candidates prepare for interviews (see article below) and it’s used by employers to screen applicants, as described in one of FirstGen Ahead’s earlier newsletters. While there has been considerable attention to reducing bias through structured interviews and the types of questions asked during the hiring process, are the algorithms used to prepare and screen applicants aligned with bias-free questions? This may not be the case, nor might it be the case that there is a consensus on what’s considered a biased question. For example, some see a standard question, “Tell me about yourself” as biased since candidates from various cultures may find it difficult to sell themselves because it’s seen as “bragging” and is frowned upon in their culture. Others disagree. Regardless of your opinion on whether this question is biased, if you use an artificial intelligence (AI) platform to practice interview questions, this one is likely to be asked.
There is work to be done to agree on which questions are biased and aligning technology to support anti-bias questions in the hiring process. In the meantime, FirstGen Ahead students and coaches can discuss this topic and prepare for different scenarios. The gold standard that is used in hiring orchestra musicians (performing behind a curtain so only the music they are playing is heard in making hiring decisions) does not apply across all workplaces or hiring processes.
Susan Gershenfeld, PhD
