Eliminate bias to hire the best

Standardized questions, panel-style interviews reduce risks, costs

Consider the following scenarios: Two qualified candidates, one in her 20s and one in his 50s, apply for a position in advertising — but only the woman is interviewed. An overweight man applies for an executive position at a financial services firm but is turned away despite his high skills and excellent references. The employers give what seem like fair reasons for the hiring choices: The 20-something is a better fit with the advertising agency’s culture and there are concerns the overweight man might not have the energy required for a high-stress executive position.

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