Studies have shown that allowing enough time to do evaluations increases accuracy and reduces gender bias (Bauer Baltes, 2002; Blair Banaji, 1996; Martell, 1991). So, allow plenty of time to read interview materials and take notes. 2. A structured criteria for decision making leads to more accurate evaluations (Martell Guzzo, 1991). So, make sure to conduct structured interviews based on job-related hiring criteria. 3. Structured processes for recording observations increase accuracy and reduce bias (Bauer Baltes, 2002). So, try and use structured evaluations during interviews and selection discussions. 4. Increased accountability reduces the effect of gender bias and increases the accuracy of evaluations, so make sure there is a culture/requirement for interview note taking, and evaluators should use named forms, and each interviewer selection decision should be justified, documented and filed. Of course, most experienced professionals are aware of the limited predictive value of job interviews and even while using these interventions we can only hope to reduce and not eliminate interview bias.
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5%) 579, 158 (8. 5%) High School Graduate (Including Equivalency) 18, 340 (31. 5%) 1, 890, 132 (27. 9%)
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