As a small business owner, hiring your first employee can be an exciting yet daunting task. You're not only bringing someone new into your world, but also making a critical decision that will impact your business's growth and success. However, the interview process is ripe for biases that can prevent you from making the best choice. Understanding and addressing these biases will help you select the strongest candidate for the role, rather than someone who might simply be like you or appeal to your instincts in the moment. By reducing these common biases—First Impression Bias, Similar-to-Me Bias, and Variable Question Bias—you increase the odds of hiring a candidate who will excel in the role and complement your team in a meaningful way.
In this post, we'll explore three biases and discuss how to reduce them, ultimately leading to better hiring decisions for your business. If you want to learn about interview biases and how you can reduce the incidents of bringing these biases into your interviews, schedule a coaching call with Rebecca, Silverside Founder.
Understanding Interview Biases
Let's dive into three of the most common biases that can affect your hiring process: First Impression Bias, Similar-to-Me Bias, and Variable Question Bias.
First Impression Bias
First Impression Bias occurs when the interviewer forms a strong initial opinion about a candidate—either positive or negative—within the first few minutes of the interview. This initial judgment is often based on surface-level information such as appearance, handshake, or even the candidate’s energy. Once this bias sets in, the interviewer may unconsciously seek out information that confirms their initial impression and overlook critical facts that may contradict it.
How it hurts your hiring process: First Impression Bias can lead to the selection of candidates who may present well initially but don’t possess the necessary skills or temperament for the job. Conversely, a qualified candidate who might be nervous or introverted may be unfairly dismissed early on. In both cases, this bias prevents a small business owner from fully evaluating a candidate's potential.
How to reduce First Impression Bias:
Structure your interview to focus on the job-related skills and experience required for the role. Give each candidate time to settle in and try not to make judgments based on initial pleasantries or nervousness.
Keep the interview process standardized. Ask the same set of questions in the same order for every candidate.
Similar-to-Me Bias
Similar-to-Me Bias occurs when an interviewer favors a candidate who shares characteristics, interests, or experiences similar to their own. This bias is especially common among small business owners who may unconsciously gravitate towards people who remind them of themselves—whether it’s because they share the same hobbies, background, or communication style. Everyone who is in a hiring position has fallen victim to this bias. I know that in previous roles I have overlooked or been blind to redflags because of being able to have a conversation about similarities with a candidate.
How it hurts your hiring process: While it’s easy to connect with someone who feels familiar, this bias may lead you to hire someone who mirrors your own strengths and, unfortunately, your weaknesses. You need someone who can complement your skill set, not duplicate it. Hiring people just like you can result in blind spots in your business that you aren’t even aware of.
How to reduce Similar-to-Me Bias:
Focus on skills and qualifications rather than shared traits or common experiences. For example, if you're hiring for a role that requires attention to detail, don’t automatically assume someone who shares your interests is the best fit.
Include team members or colleagues in the interview process, especially those who have different backgrounds or working styles. This can provide a more balanced perspective on each candidate.
Variable Question Bias
Variable Question Bias happens when interviewers ask different questions to each candidate based on the flow of conversation or impressions formed during the interview. This can lead to a less-than-fair comparison between candidates because some may be asked easier or more favorable questions, while others are given more challenging or irrelevant ones.
How it hurts your hiring process: Without a consistent set of questions, you can't objectively compare candidates’ qualifications or responses. You may find yourself influenced by how well candidates responded to different types of questions, rather than their actual fit for the job.
How to reduce Variable Question Bias:
Prepare a set of core questions that will be asked of every candidate. This not only ensures consistency but also allows you to directly compare their answers.
Use AI to help craft balanced and comprehensive questions that touch on all the key areas of competency required for the role.
If the conversation naturally leads to unplanned questions, ensure they are job-related and that you return to the structured interview framework.
Why Reducing Bias Matters for Small Business Owners
For small business owners making their first hire, reducing bias is essential to building a team that supports long-term business success. When you hire someone who complements your weaknesses and brings a new perspective to the table, you’re more likely to see innovation and productivity. Conversely, hiring someone based on biases can lead to poor job performance, mismatched expectations, and even higher turnover.
By minimizing the impact of biases like First Impression, Similar-to-Me, and Variable Question Bias, you're giving yourself the best chance of finding someone who not only meets the requirements of the role but also brings something fresh to the table that you might not even know your business needs.
Get Expert Help with AI-Powered Interview Questions
If you're concerned about how biases may be affecting your interview process, I can help. In a 30-minute session, I’ll teach you how to use AI to craft comprehensive interview questions that target the skills and experience your small business needs. These questions will be designed to mitigate biases and ensure that every candidate is evaluated fairly based on their merits.
To schedule your session or to download free hiring checklists, visit silversidecreative.com. Together, we can make sure your first hire is a successful one!
Comments