Hiring managers often gravitate toward people that are similar to them — but that can be damaging to organizations in the long run.
March 04, 2024
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It’s often easier for interviewers to connect with candidates who have similar backgrounds, pedigrees, credentials, or perspectives. In fact, research shows that implicit bias shapes hiring managers’ perceptions of candidates in profound ways. At the same time, research also attests to the enormous benefits of diversity. As organizations experiment with new ways to attract and retain underrepresented talent, the job interview dynamic merits further attention. Fortunately, there are proven strategies for boosting your chances of “clicking” with an interviewee — and for breathing new life into interviews that appear to be on their last gasps.
When hiring managers “click” with job candidates during interviews, it can feel like magic. When they don’t, it can be tempting to write the candidate off, going through the motions of asking pro forma questions until the allotted time has passed.
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Rae Ringel is the president of The Ringel Group, a leadership development consultancy specializing in facilitation, coaching, and training. She is a faculty member at the Georgetown University Institute for Transformational Leadership and founder of the Executive Certificate in Facilitation program.
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New!
HBR Learning
Attracting and Cultivating Talent Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Attracting and Cultivating Talent. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Discover how to attract, hire, develop, and keep talented people who will grow and thrive throughout their employee journey.
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