Answer:
Step-by-step explanation:
Structured interviews are designed to produce less bias compared to unstructured interviews for several reasons:
1- Consistency in questioning: Structured interviews follow a standardized set of questions, ensuring that each candidate is assessed on the same criteria. This consistency minimizes variations in the information collected, reducing the potential for bias to influence the interviewer's judgment. In contrast, unstructured interviews may lead to differences in the questions asked, which can result in uneven evaluations of candidates and introduce bias based on personal preferences or perceptions.
2- Objective evaluation: The predetermined questions and evaluation criteria in structured interviews make it easier for interviewers to objectively assess candidates. The focus is on job-related skills, qualifications, and experiences rather than subjective impressions. In unstructured interviews, there's a higher risk of subjective judgments, as interviewers may rely more on gut feelings or non-job-related characteristics, leading to potential bias based on appearance, personality, or demographic factors.
3- Reduced reliance on first impressions: Structured interviews often have a clear evaluation rubric or scoring system that guides the assessment process. This helps interviewers avoid forming immediate opinions based on first impressions, which can be heavily influenced by bias. Instead, interviewers are encouraged to assess candidates based on their responses to standardized questions and the established criteria, leading to a more comprehensive and fair evaluation of each candidate's qualifications and suitability for the role.
By minimizing bias, structured interviews contribute to a more equitable and consistent hiring process, allowing organizations to make more objective and informed decisions about potential candidates based on their skills and qualifications, rather than on irrelevant or discriminatory factors.