6 Interview Techniques that Help Reduce Bias and Improve Hiring

Why Bias in Hiring Deserves Your Attention

Bias in hiring isn't always intentional, but its consequences can be lasting. Subtle preferences, unconscious assumptions, or even a candidate’s alma mater can steer decisions away from objectivity. When companies give in to bias—even unconsciously—they risk missing out on top talent, lowering morale, and perpetuating inequality. In the first few minutes of a conversation, we often make judgments that stick. How can we counteract these quick mental shortcuts? It starts with awareness and training, but more importantly, it requires process. Companies looking to level the playing field need clear, consistent hiring practices that are designed to minimize bias and maximize fit. Let’s dive into six interview techniques that do just that—and explore how you can integrate them into your hiring process today.

Technique #1: Use Structured Interviews

Consistency Drives Fairness

Unlike unstructured interviews that feel like casual conversations, structured interviews follow a standardized format. Every candidate answers the same set of predetermined questions, evaluated using a consistent rubric. This technique helps reduce subjectivity, one of the biggest sources of hiring bias. Imagine two applicants: one shares similar hobbies with the interviewer, the other doesn't. In an unstructured setting, the shared-hobby candidate might seem like a better fit, but structured interviews push beyond surface-level chemistry. By focusing on role-relevant questions and skills, structured interviews give every candidate a fair shot, regardless of personal affinities or attributes. They also allow hiring managers to compare evaluations reliably, promoting data-driven decisions over instinctual ones.

Implementing Structure

Getting started is simpler than you might think. Create a library of behavior-based questions aligned with your company’s core competencies. Design a scorecard for each answer type—what does ‘excellent’ look like? Train your managers to score responses according to evidence, not gut feelings. Need a real-world analogy? Treat interviews more like Olympic scoring, not improv night.

Technique #2: Introduce Blind Resume Reviews

Let Skills Speak Louder Than Names

Names, schools, and even home addresses can introduce bias before a candidate walks in the door. Blind resume reviews remove identifying details that unconsciously affect an interviewer’s judgment. When you judge applicants solely on qualifications and experience, you’re leveling the playing field right from the start. Research shows that removing names and other demographic data leads to more equitable shortlists, especially for underrepresented candidates. It’s a simple yet powerful principle: judge the work, not the person.

How to Blind Effectively

Use software tools or manual processes to redact names, graduation years, addresses, and similar data. Focus evaluation on job-relevant achievements, skills, and quantifiable outcomes. Consider testing this process with a pilot role to measure results and build internal support. Remember, fairness in hiring starts even before the first questions are asked.

Technique #3: Use Work Sample Tests

Prediction Beats Perception

Work sample tests ask candidates to perform job-related tasks during the interview process. These tasks are one of the best predictors of future job performance, according to hiring research. Whether it’s writing a marketing copy, debugging a code snippet, or responding to a customer complaint, these tests demonstrate what a candidate can do—not just what they say they’ve done. Think of this as your hiring crystal ball. You’re not guessing based on resumes; you’re seeing real skills in action.

Designing Meaningful Assessments

Ensure your tasks mirror real-life scenarios, are time-bound, and allow for fair comparison. Also, define clear scoring criteria to avoid ambiguity. When possible, anonymize test submissions so reviewers aren’t influenced by identity. This keeps the evaluation focused squarely on the work. Not sure where to begin? Start with a problem your team currently faces—you might get fresh solutions while hiring.

Technique #4: Incorporate Diverse Interview Panels

Many Eyes Reduce Blind Spots

Having a diverse panel of interviewers doesn't just promote inclusion—it reduces individual biases through broader perspectives. Different interviewers tend to focus on different strengths, increasing the chance of a holistic evaluation. For example, a woman interviewing a female candidate may notice confidence traits expressed differently than a male interviewer might. Diversity fosters discussion, which can lead to more accurate and equitable hiring decisions. It’s like seeing a sculpture from multiple angles—you get a fuller, richer understanding.

Who Should Be at the Table?

Curate panels that represent a mixture of demographic backgrounds, experience levels, and departments. Train panelists to understand their role in combating bias and to focus evaluations on consistent criteria. Most of all, ensure that every voice in the panel is heard and equally weighted in the decision-making process. The result isn’t just better hiring; it’s a better culture.

Technique #5: Use AI Carefully (and Transparently)

High Tech with High Ethics

Artificial intelligence helps streamline hiring, but it can also scale bias if not implemented thoughtfully. From resume screening algorithms to video analysis tools, AI should support—not substitute—human judgment. The key? Transparency. Candidates must know when and how AI is being used. Tools must be regularly audited for fairness and compliance. Think of AI as a co-pilot: helpful, efficient, but not the one steering the plane.

Safe AI Best Practices

Choose vendors who prioritize ethical AI, provide explainability, and allow customization to match your hiring values. Monitor outcomes for bias trends and adjust parameters proactively. Pair AI analytics with human oversight and remember: If something feels too good to be true, it probably deserves a closer look.

Technique #6: Train Interviewers on Bias Awareness

Change Starts from Within

No process can fully eliminate bias without human intent. Training interviewers to recognize and manage their cognitive biases is one of the most powerful tools in your DEI arsenal. From affinity bias to confirmation bias, we all carry mental shortcuts that can cloud judgment. Training helps staff identify these patterns and interrupt them at crucial decision points. It’s like updating old software—necessary for a better, smarter system.

Building Better Interviewers

Integrate bias training with onboarding and reinforce it annually. Use engaging content—videos, simulations, and real-world cases—to keep learning sticky. Encourage interviewers to reflect on their decision histories and identify patterns. The more self-aware your team becomes, the stronger your hiring outcomes will be. Remember: great hiring isn’t just about picking the best—it’s about seeing the best, clearly and fairly.

FAQs

What is the most effective way to reduce bias in interviews?

Structured interviews are among the most effective ways to reduce interview bias, providing consistency and objectivity in how candidates are evaluated.

Why are diverse interview panels important?

Diverse interview panels introduce varied viewpoints, reducing individual bias and ensuring well-rounded, fair hiring decisions.

Are work sample tests suitable for all roles?

While not every role lends itself to a work sample, most positions can include some simulation of core responsibilities to gauge practical skills.

Final Thoughts

Reducing bias in hiring isn’t just a moral move—it’s a smart business strategy. By implementing these six interview techniques, you empower your organization to hire based on talent, not trends or subconscious leanings. Start with one strategy. Experiment. Improve. Think about the impact even a single fairer hire can make on your team, your culture, and your bottom line. Ready to give your hiring process a makeover? Your next top performer is counting on you to look past bias and see potential clearly.