Hidden Obstacles and Biases: Key Red Flags That Turn Away Top Talent
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We recently ran a LinkedIn poll to find out what job seekers consider red flags during interviews. The goal was simple: to uncover the common warning signs that signal a potentially toxic workplace.
The responses were insightful, and they painted a clear picture of what to avoid to attract job seekers.
What We Discovered
A total of 161 LinkedIn users participated to point out big red flags. “Asking irrelevant interview questions” accounted for 42%, “a lack of representation among the panel” for 41%, and ignoring pronouns” for 7%. “Other concerns” made up the remaining 9%.
Let’s dive into each of these obstacles and see why they matter. We’ll also explore what you can do, as a recruiter, to avoid these pitfalls.
Obstacle #1: Asking Irrelevant Questions
The top job interview red flag in our poll (42%) was asking irrelevant questions.
You’re there to discuss the job candidates’ skills, work history and experience for the role, not to chit-chat about unrelated topics. Irrelevant questions can indicate disorganization or a lack of seriousness about the hiring process. Worse, these questions can hover in uncharted territory, potentially breaching legalities.
The Bias: More often than not, this behavior stems from irrelevant information bias or even unstructured interview practices.
Best Practice: Stay focused and structured in your interviews, and partner with fellow interview team members to do the same. Plan your questions ahead of time and ensure they are relevant to the role and the candidate’s skill and that all candidates are asked the same questions.
Obstacle #2: Lack of Representation Among the Panel
A lack of diversity among the interview panel is another major red flag. A homogenous panel can indicate a homogenous workplace, and a homogenous workplace often fails to tap into or support the lived experiences of job seekers from various backgrounds.
The Bias: Lack of interview panel representation can occur due to a lack of workplace representation and also because of biases. Some, if not all, of these biases can manifest as:
Affinity bias: favoring people who are similar to yourself,
Confirmation bias: seeking out candidates who fit preconceived notions, and
Stereotyping: pigeonholing candidates based on superficial traits rather than abilities.
Best Practice: Always ensure your interview panels are diverse and inclusive. Show your commitment to DEI visibly, and bring varied perspectives to the hiring process. This approach leads to better decision-making and creates a more welcoming atmosphere for potential hires.
Obstacle #3: Ignoring Pronouns
It might seem like an innocent slip, but ignoring pronouns is a big deal. When an employer or recruiter disregards a candidate’s pronouns, it shows a lack of respect and awareness, and even poor listening skills. It can indicate a broader issue with how the company views inclusion.
The Bias: This obstacle is often fueled by gender bias with behaviors that can result in intentional or unintentional microaggressions or discriminatory attitudes. Since people tend to naturally default to binary gender, appreciating the full spectrum of gender identities when speaking requires intentional and conscious decisions.
Best Practice: To avoid this, make a concerted effort to ask for and use the correct pronouns. Solicit pronouns during the application process. If you do it there, you can simply ensure that the interview team, at every milestone, is aware of said pronouns. Consistently using the correct pronouns throughout the conversation demonstrates your respect for their identity.
Inclusive language is at the forefront of your diversity recruiting strategy. Learn more about our Increase Diversity™ Virtual Summit Experience,
Obstacle #4: Other Concerns
Under the “Other” category, many respondents highlighted the lack of pay and interview transparency as significant obstacles. Let’s break these down:
Lack of Pay Transparency: It’s frustrating for job seekers when employers are vague about salary. More often than not, this suggests they either undervalue the role or might be planning to lowball candidates.
The Bias: Lack of pay transparency often masks deeper biases, such as gender, racial, and socioeconomic biases. Employers might offer lower salaries to women or candidates from marginalized communities due to ingrained stereotypes or confirmation bias.
Best Practice: Be upfront about salary ranges. Transparency in compensation builds trust and attracts top talent. The best part about transparency is that everyone knows how their values are reflected in the company.
Interview Transparency: Some respondents noted that when the interview process is unclear, it’s a warning sign. This includes not knowing who candidates will be meeting, what topics will be covered, or how many interview rounds there will be.
The Bias: Interview transparency often falls victim to biases like confirmation bias, status quo bias, and power imbalances. When employers keep candidates in the dark about the interview process, it can reinforce existing prejudices, favoring those who fit preconceived notions or who come from similar backgrounds.
Best Practices: Provide candidates with a clear outline of the interview process that demonstrates your attention to detail. Clearly explain each step, including who they will be meeting, what topics will be discussed, and the overall timeline.
So…
Red flags like the ones discussed above can reveal the kind of environment a candidate is coming into or send the wrong message about the organization whatever their intention. Either way, it’s counterproductive and contributes to what we call the hidden obstacle course here at Team JTC.
To eliminate these obstacles for the candidates, always partner with your hiring managers. Collaborate closely to identify, pay attention to, and eliminate biases. Advise them on strategies to make interviews more inclusive and fair. Share best practices for the hiring and retention milestones, such as pay transparency, structuring interviews, asking relevant questions, and respecting pronouns.
Well, that sounds like a lot! But fret not, we’re here to help. Check out our fully revamped Qualified Diversity Recruiter (QDR) program and certification. This is your chance to elevate your recruiting skills and earn the prestigious QDR certification. Don’t miss out—find out more here!
