A new study by the Kellogg School ofat Northwestern found that once candidates make it to the interview level, the most common mechanism by which they are evaluated is their similarity to the interviewer, in both characteristics and interests.
The risks: “Mirror hiring” can lead to wrong choices and, even worse, legal complaints if the interviewer discriminates against applicants in protected classes.
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- Prepare hiring managers to explain interview assessments
- Search for hires who bring respect, reputation to the team
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