If you’re serious about ethical hiring, make your recruitment process fairer. This is harder than it seems, though. Because we’re human, our hidden biases can creep in to make assessments and interviews less objective than we hope. 

Consider it: Studies exploring interview bias have repeatedly shown that male and female interviewers favor male candidates even when women have equal qualifications. And no— this bias isn’t limited to gender. Race, age, and physical ability can also affect hiring decisions. 

But things are changing. AI-powered recruitment technology is getting better and better at removing hiring bias.

Uncovering The Root Causes of Interview Bias

Are you already well aware of interview bias? Why does it still happen? The simple answer is this: Because it’s human nature. 

Our brains are naturally wired to quickly make sense of the world using shortcuts, which creates unconscious biases. This was once helpful for survival in prehistoric times when we needed to identify predators swiftly. But nowadays, it’s a hindrance that leads us to form hasty opinions and oversimplify people and situations. 

And then there’s the halo effect in interviews—the tendency to assume that someone who looks attractive is also intelligent, kind, and/or friendly. We automatically assume that certain people have positive traits even when we have no factual basis aside from their appearance. 

The Rise of Recruitment Technology: A Game Changer in Hiring

By focusing on skills and qualifications instead of subjective factors that inevitably cloud human judgment, AI recruitment technology promises to eliminate interview bias (and bias in the hiring process overall). But does it work? In the next section, we look at how this technology makes recruitment much fairer. 

Leveraging artificial intelligence to combat interview bias

One of the best-automated recruiting tools available today is the AI-administered one-way interview. This technology allows candidates to answer pre-recorded questions on their own time using their smartphone, tablet, laptop, or desktop computer. 

One-way interviews are faster and more convenient for the interviewer and the candidate. Recruiters can invite a larger pool and review responses at their own pace, while interviewees can prepare and record their reactions as their schedule allows.

More than that, this tool can make the hiring process fairer. Here’s why one-way interviews reduce interview bias and why you should consider using this artificial intelligence tool in recruitment:

This automated recruiting tool standardizes the interview process in a way that traditional face-to-face interviews can’t. The same set of questions is presented to all candidates, eliminating bias that might arise from an interviewer’s personal preferences immediately.

• The focus remains squarely on skills and qualifications. Candidates can directly respond to pre-determined questions and showcase why they are a good fit for the job. Interviewers can then evaluate these responses more objectively.
• Some AI platforms can even anonymize video recordings by removing identifying information (like names or appearances). Because interviewers can assess the interview based only on the content of the candidate’s responses, this tool minimizes unconscious bias based on race, gender, age, and other such factors.
• Some AI platforms can even analyze facial expressions and tone of voice for nervousness or discomfort. When they understand these factors, interviewers can adjust their evaluation approach so they don’t penalize candidates unfamiliar with the one-way format.

Envisioning The Future: AI’s Role in Building Inclusive Workforces

Traditional interviews are flawed because they allow psychological factors to create biases, disadvantaging candidates based on superficial attributes or preconceived notions. Understanding these recruitment and interview biases is the first step to improving your hiring practices and successfully integrating artificial intelligence in talent acquisition.

1. Psychological Factors Influencing Bias in Traditional Interviews

Common psychological biases that plague recruitment include:

• The halo effect – Interviewers may assume that attractive candidates possess other positive traits (such as intelligence), skewing their evaluation.
• Stereotyping – Candidates may be judged not for their capabilities but for their race, gender, or age — a problem that limits opportunities for skilled individuals who don’t fit certain stereotypes.
• Confirmation bias – Interviewers may focus on details confirming their beliefs about a candidate while ignoring contradictory evidence.
• In-group bias – Human interviewers favor candidates with similar backgrounds or interests.

2. Sociocultural Biases Impacting Hiring Decisions

Aside from individual biases, broader sociocultural factors also tend to affect hiring decisions. These include:

• Gender bias—There is a prevalent bias favoring male candidates for roles traditionally seen as masculine (such as leadership positions).
• Racial and socioeconomic bias – Often unknowingly, interviewers tend to prefer candidates from racial and socioeconomic backgrounds similar to their own. This creates workplace homogeneity in the long run.
• Cultural bias – Human interviewers may misinterpret different communication styles or customs of candidates from other cultural backgrounds.

3. Exploring Traditional Recruitment Methods and Their Limitations

Conventional recruitment methods also have inherent limitations that may perpetuate bias in the hiring process:

• Overreliance on resumes—Resumes emphasize schools attended or affiliations more than actual skills, shifting attention away from what matters. 
• Unstructured interviews – Without a standardized interview process, you allow subjective judgments to influence hiring decisions.
• Limited candidate pools – Conventional networks notoriously limit traditional recruitment methods. This means that you’re missing out on other talent pools.
• Lack of data—Without tools to automatically save and analyze hiring data, hiring decisions will continue to be based on gut feelings rather than objective analysis.

4. Introduction to AI in Recruitment: Enhancing Efficiency And Fairness

Artificial intelligence in recruitment can help remove interview bias and make the hiring process more equitable overall.

AI can be programmed to analyze resumes objectively without being influenced by irrelevant factors like names or universities attended. 

To eliminate interview bias, you can use AI-administered one-way interviews. They are standardized and fair, ensuring all candidates are evaluated based on the same criteria. 

5. Understanding AI Bias Detection Algorithms

AI systems use fairness algorithms to adjust and improve decision-making processes, ensuring that your recruitment team does not unfairly favor or disfavor any group based on protected characteristics like gender, race, or age. 

These algorithms can be adjusted by reweighting training examples to promote equal opportunities for all groups. For instance, if the data is biased (such as having more data for a specific demographic), reweighting assigns different importance to each data point so that all groups are represented relatively within the model.

Glider AI can help you reduce interview bias with automated recruiting tools. Schedule a demo to see how it works.