Wepow Diversity & Unconscious Bias Interview Guide · Wepow Diversity & Unconscious Bias Interview...
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Wepow Diversity & Unconscious Bias Interview Guide Overcome unconscious bias in the hiring process to harness diversity’s true potential Most business leaders today would agree that diverse teams are a business-critical factor in an organization’s ability to thrive in today’s rapidly evolving, global environment. Diversity helps stimulate innovation, attract clients and partners, and retain and cultivate the best talent. Unfortunately, well-intentioned organizations are often undermining themselves with a hiring process based on unstructured interviews. Structured interviews, where candidates are asked a consistent set of questions with clear criteria to assess the quality of responses, are more reliable and provide significantly higher results when predicting performance. Structured interviews are predictive even for jobs that are themselves unstructured. Google found that they cause both candidates and interviewers to have a better experience and are perceived to be more fair. So why don’t more companies use them? Well, they are hard to develop: You have to write them, test them, and make sure interviewers stick to them. 2 Wepow’s pre-recorded interviewing solution makes structured interviews simple. Your HR team can create a library of pre-vetted questions designed to predict performance for specific jobs. Plainly stated, diverse and inclusive teams make stronger teams, and strong teams make better business sense. 1 Unstructured interviews can explain only 14% of an employee's future performance. 2 Structured interviews How it works Select a set of video questions. Add your career video and personalized intro and outro videos. Create an Interview Invite Candidates Upload a list of candidates to send branded, personalized invitations via email or SMS. Complete Interview Candidates respond to interview questions via webcam or on mobile devices. Make Final Decision Rank final scores with hiring managers’ comments and invite the finalists to the next step in your process. Share Candidates Share the top candidates with hiring managers. Evaluate Candidates Review video responses and assess candi- dates with standard evaluation criteria. [email protected] | 1 (877) 659.5548
Transcript of Wepow Diversity & Unconscious Bias Interview Guide · Wepow Diversity & Unconscious Bias Interview...
Wepow Diversity & Unconscious Bias Interview GuideOvercome unconscious bias in the hiring process to harness diversity’s true potential
Most business leaders today would agree that diverse teams are a business-critical factor in an organization’s ability to thrive in today’s rapidly evolving, global environment. Diversity helps stimulate innovation, attract clients and partners, and retain and cultivate the best talent. Unfortunately, well-intentioned organizations are often undermining themselves with a hiring process based on unstructured interviews.
Structured interviews, where candidates are asked a consistent set of questions with clear criteria to assess the quality of responses, are more reliable and provide significantly higher results when predicting performance. Structured interviews are predictive even for jobs that are themselves unstructured. Google found that they cause both candidates and interviewers to have a better experience and are perceived to be more fair. So why don’t more companies use them? Well, they are hard to develop: You have to write them, test them, and make sure interviewers stick to them. 2
Wepow’s pre-recorded interviewing solution makes structured interviews simple. Your HR team can create a library of pre-vetted questions designed to predict performance for specific jobs.
Plainly stated, diverse and inclusive teams make stronger teams, and strong teams make
better business sense. 1
Unstructured interviews can explain only14% of an employee's future
performance. 2
Structured interviews
How it works
Select a set of video questions.Add your career video and personalized intro and outro videos.
Create an Interview
Invite CandidatesUpload a list of candidates to send branded, personalized invitations via email or SMS.
Complete InterviewCandidates respond to interview questions via webcam or on mobile devices.
Make Final DecisionRank final scores with hiring managers’ comments and invite the finalists to the next step in your process.
Share CandidatesShare the top candidates with hiring managers.
Evaluate CandidatesReview video responses and assess candi-dates with standard evaluation criteria.
[email protected] | 1 (877) 659.5548
WePow’s structured interviews create consistency in your screening process, leveling the field for your candidates and when combined with our evaluation tools, help reduce unconscious bias in your recruiting process.
Level the playing field with Wepow
Diversity & Unconscious Bias Interview Guide
[email protected] | 1 (877) 659.5548
Research Recommendation Wepow’s Pre-recorded Solution
“Comparing multiple candidates against eachother—instead of looking at them individually—reduces the group stereotypes that can occur. When looking at groups instead of individuals, evaluators chose top performers.” 4
With Wepow, hiring teams are able to review and evaluate candidate responses on aquestion-by-question basis. Evaluate how eachcandidate responded to your most importantquestions with an apples-to-apples comparison.
Wepow holds hiring managers accountable fordecisions by creating transparency in evaluation scores and final decisions. Multiple individuals within the hiring team are able to review interview feedback and evaluations.
“In fact, the literature on accountability suggests that people charged with evaluating others are less likely to rely on stereotypes if they have to explain their choices. “ 5
All candidates invited to a Wepow interview for a specific role receive the same consistent set of questions. Wepow users are able to create their own questions or build interviews using a library of questions pre-vetted by HR.
Hiring teams can either use Wepow’s 1 to 5scale scoring system or build their own customevaluation forms and rating scales for consistent scoring.
“Create a scoring system on a scale from 1 to 10 (though feel free to adapt the scale to yourneeds) for each interview question, and thinkabout how much weight you want to assign each question.” 5
Hiring teams are able to schedule and reviewWepow interviews in a fraction of the time itwould take to do the same on a phone interview, allowing them to get to know significantly more candidates. Casting a wider net brings teams closer to leveling the playing field for groups of candidates that often get overlooked due to time constraints.
“To attract a wide range of diverse candidates,you will need to cast a wide net…” 6
1. Outsmarting our brains: Overcoming hidden biases to harness diversity’s true potential, EY 2013.2. “Here’s Google’s Secret to Hiring the Best People”, Excerpted from Work Rules!, published in April 2015 by Twelve, an imprint of Hachette Book Group. Copyright 2015 by Laszlo Bock.3. “Structured Interviews: A Practical Guide,” September 2008, U.S. O�ce of Personnel Management. Theodore Roosevelt Building, 1900 E Street, NW, Washington, DC 20415-0001.4. I. Bohnet, A. van Geen, and M. Bazerman, “When Performance Trumps Gender Bias: Joint vs. Separate Evaluation,” Management Science, September 29, 2015 (paid link).5. I. Bohnet, What Works: Gender Equality by Design (Cambridge: The Belknap Press of Harvard University Press, 2016).6.“Recruiting for Diversity”, Harvard University Faculty of Arts and Sciences: Human Resources Department.
Consistent interview questions are a corecomponent of structured interviews, creatingmore valid results with less opportunity forunconscious bias. 3
