Interviwer Bias: Interview decisions can be influenced by the personal preferences, stereotypes, or first impressions of the interviewer. These unconscious influences may skew evaluations, leading to decisions based more on personality than potential.

Cultural Bias: Interviewers may unconsciously gravitate toward candidates who share similar cultural backgrounds or communication styles. This can disadvantage qualified candidates who think or express themselves differently.

Snapshot View: An interview captures a limited interaction—typically under artificial conditions—which may not accurately reflect a candidate’s long-term behavior, work ethic, or adaptability.

Halo and Horns Effect: One strong trait—positive or negative—can disproportionately impact the overall assessment of a candidate. An example of the Halo (positive) effect would be where a well-dressed or articulate candidate is viewed more posittively due to the way that he speaks or dresses. An example of the Horn (negative) effect would be where a candidate is viewed negatively after giviing the interviewer a weak handshake..

Time-consuming: Interviews often span multiple rounds, prolonging the decision-making timeline. This not only delays hiring but also consumes valuable time for both interviewers and candidates.

Cost: In-person interviews can be expensive, particularly when travel or accommodation is involved. Even virtual interviews can result in productivity losses, especially when conducted across time zones or outside regular work hours.

Missing Practical Skills Assessment: Unless interviews are paired with job-specific tasks or simulations, they often fail to reveal a candidate’s actual competencies. A strong conversationalist might still lack the technical skills required for the role.

Nervousness: Many capable candidates struggle with nerves during interviews. This anxiety can lead to underperformance, resulting in the rejection of individuals who may thrive in the actual job environment.

Stressful for Candidates: The high-pressure nature of interviews can cause anxiety, which may cloud a candidate’s ability to think clearly or showcase their best self. In trying to anticipate every possible question, candidates may deliver rehearsed, generic responses. These answers can mask their true thinking patterns and make genuine assessment difficult.

Charisma Over Competence: Strong verbal or social skills may give the illusion of competence, potentially leading to the selection of charismatic but underqualified individuals over quieter, more capable ones.

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