One of the main hurdles you’ll meet while applying for a job is bias. You can prepare and practice for the interview, but your interviewer may not. Bias occurs when the hiring manager has notions on you that may be incorrect. When choosing among other hopefuls, these biases may dictate to the interviewer whom to endorse. To succeed, you must understand the biases that even parts of a good resume create and how to cope with them.
Types of Biases and How to Manage Them
1. Halo Effect
It happens when the interviewer makes a positive assessment based on one good trait and lets it overlook any possible drawback. As long as your positive trait stands out and appeals to your interviewer or hiring manager, this bias will be helpful to you. Know his or her likes and dislikes to have a greater edge.
2. Horn Effect
Unlike the halo effect, this happens when the recruiter lets a negative quality outshine other positive traits. Stay positive and give no reason to distract the interviewer with a poor comment or behavior.
3. Contrast Bias
It happens when human resource (HR) staff compares the hopefuls. To stand out as a strong player, you must have what others don’t. Ask what skill set or key strengths are hard to find among other job seekers and share work experience or strengths relevant to their answer.
4. Stereotyping Bias
It occurs when the interviewer makes notions based on his or her opinion on the applicant’s link with a specified group (gender, religion, race, looks, etc.). If you think you’ll go through such lengths, make sure you mention how you’ve met the same requirements in your past jobs.
How Parts of a Good Resume Can Create Biases
Most people are unaware, but several portions—even parts of a good resume—can create biases unconsciously, and you may not even know it happened. So how would you prepare and cope with this possible scene? Plan your approach and own the interview. You can find online resumes as well to help you tell what biases hiring managers may commit.
Your name can give hints on your race, gender, or family and such can create hidden biases against men and women of color. Studies show that a handful may favor white names and male job seekers over African-American names and female applicants.
Work History and Education
Your former employers and the schools you attended can create notions in the mind of a hiring manager and affect the hiring procedure. They may favor hopefuls from well-known schools and firms over those who came from start-ups and state colleges.
Your personal details can prompt bias, too. A link to nonprofit groups can point to religious affiliations while your location can imply ethnicity or even marital status. Likewise, jargon can describe one’s education while age can be an issue in technical job positions.
What to Do Now?
To improve your chances of landing a job, check resume samples and learn how to apply these tips:
- Lessen the personal details you include as parts of a good resume. If age, gender, and marital status are irrelevant to your target job, omit them.
- Focus on firms that make obvious efforts to build a more diverse team. They often make this message plain on job posts, but you can check them as well by talking to their employees or researching online.
- Build a special link with your target employer outside the normal job application course. With this, you can skip the practice and turn your resume into a mere formality.
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