Abstract
Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters evaluated disabled candidates more positively than equally qualified non-disabled candidates. Structured interviews reduced this effect. These findings add to the support for the structured interview as a way of increasing fairness in employee selection.
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Brecher, E., Bragger, J. & Kutcher, E. The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities. Employ Respons Rights J 18, 155–170 (2006). https://doi.org/10.1007/s10672-006-9014-y
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DOI: https://doi.org/10.1007/s10672-006-9014-y