Navigating job search bias

In 2012, I was thrilled to be in the running for an internship at a Fortune 100 company. I aced the phone screen and eagerly awaited my second-round interview. I meticulously prepared for the big day, spending hours ironing my clothes and setting up the lighting in my office.

As I logged into the video call, I noticed a look of confusion on the interviewer’s face. “Roberta?” he asked. “Yes, that’s me,” I replied. “Oh, you don't look like a Roberta. We have this role filled,” he said abruptly before signing off.

I was baffled. If the role was already filled, why didn’t they inform me beforehand? Why did he ask about my name before mentioning it? This experience was my first encounter with bias in the interview process, but it certainly wasn't my last.

Biases are an inherent part of human nature. We use them to navigate complexities and create mental categories, often in the form of generalizations, attitudes, and stereotypes. However, when left unchecked, biases can cloud our judgment and decision-making.

Recognizing Bias in the Hiring Process

Anyone involved in hiring should be aware of potential biases and their impact on the selection process. Biases can manifest in various ways, such as:

• Institutional Bias: Including advanced degrees in job descriptions, which may not be necessary for the role.

• Explicit Bias: Preferring candidates from top schools or dismissing those without specific degrees.

• Implicit Bias: Making decisions based on unnoticed biases, such as discrimination, racism, or stereotypes.

Tips for Navigating Your Job Search

As a job seeker, these biases can be daunting. However, there are strategies you can employ to navigate your search more effectively:

Research the organization

During uncertain times, it's tempting to adopt a "spray and pray" approach to job searching. However, taking the time to research each company’s mission, values, and practices can pay off. Pay special attention to their commitment to equity and inclusion. Do their actions match their words? Sites like Glassdoor and Blind, as well as conversations with current employees, can provide valuable insights.

Examine the hiring committee

Many organizations use hiring committees or panels to mitigate bias during the interview process. Observe the panel members' identities and the types of questions they ask. This can give you a sense of the organization's values and priorities regarding the role. For example, if you notice that only men on the hiring committee hold leadership positions, this may be indicative of a wider trend within the company culture.

Investigate values alignment

I always recommend my clients create an “ideal career profile” or job rubric, identifying their must-haves, nice-to-haves, and personal values. Develop interview questions to gauge how well an organization aligns with your values. Here are some examples:

• If you value growth

  • What opportunities for professional development exist

  • Whats something new that team members are learning right now?

  • How would I be recognized for my contributions?

• If you value belonging

  • Do I feel a sense of connection with others on the team?

  • Do I feel like my perspectives are respected?

  • How accessible is management/leadership across the organization?

• If you value work-life balance

  • Are my hours and work expectations clearly defined?

  • What resources are there to support health and wellbeing?

  • Does the workload seem manageable?

While the current job market may be challenging, remember that you're not alone. My top advice for anyone going through the interview process is to be your own advocate. Define your criteria for your ideal role and ensure all your questions are answered. This proactive approach puts you in the driver’s seat, allowing you to make the best decision for yourself.

Are you considering a job transition? Don’t hesitate to connect - I’d love to hear from you!