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.
- New employee obviously not working out? Let hiring manager be the one who terminates
- What's in a name? Maybe discrimination
- Health care reform: Will employers keep offering coverage?
- Worried candidate is too volatile to promote? Reason enough to give the job to someone else
- Moving on after missing that promotion