Guide: Use structure and criteria

Start unbiasing interviews

Researchers found that judgments made in the first ten seconds of an interview could predict whether the interviewer would hire the candidate or not. But snap judgments are not necessarily predictive of a candidate’s future performance. What’s demonstrated here is confirmation bias - interviewers can make an initial judgment and spend the rest of the interview unconsciously looking for evidence to confirm what they already believe and dismissing contradictory evidence.

Research shows that using structure and consistent questions can help improve the validity of interviews. To address this, Google often uses structured interviews which use a predetermined rubric to assess candidate responses fairly and consistently, and the best hire is selected for the position.

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