Lawyers, academics, market researchers all rely on interview transcription to organize their data.
But what about hiring managers? Interviewing a candidate in person has long been considered the best method to get them on board. After all, you get a glimpse of their personality and body language which is considered a valuable and significant reflection of their work ethic.
Or is it?
A research conducted by Schmidt and Hunter suggests that in-person interviews can only predict 14% variability in performance – a surprisingly worrying statistic if you ask us.
As a corporate professional, you may have to be on the interview panel at some point to make a hiring decision. Besides, it’s human nature to choose the best possible candidates under the influence of unconscious bias.
But what exactly is unconscious bias?
Would you hire a candidate solely based on the fact that they’re from the same grad school as you? How about hiring someone if they speak the same dialect as you?
You can try to maintain objectivity during employment interviews, but you may end up unintentionally using this kind of information to make up your mind about a candidate. Essentially, unconscious biases are simply preconceived notions that you may assign to an interviewee unknowingly that ultimately sway your decision.
Some common types of unconscious interview biases are stereotyping bias (assigning an opinion based on gender, race, age, or ethnicity), the “similar to me” effect (leaning toward a candidate because they hold similar views or have a similar background as you), and the halo and horn effect s(overshadowing everything a candidate says and concentrating on one positive comment [halo effect] or dismissing everything a candidate says and concentrating on an allegedly negative comment [horn effect]).
Interview bias can cost you heavily – in fact, bias busting is an $8 million business! Instead, it may be worth checking out a candidate’s responses to interview questions in a transcript form to eliminate bias and hire better.
Transcribe your interviews for a diverse workforce
In a traditional interview setting, an interviewer may let their unconscious bias sway their decision based on race, gender, or ethnicity. However, relying on a transcribed employment interview in the first place can make the hiring process fair and just. This is because the interviewer can get a detailed idea about the candidate’s potential and outlook and make an objective decision in the end.
A diverse workforce definitely improves the scope of your business. Diversity gives you a chance to harness the different skill sets, experiences, and language scope of your employees to grow your business. Workforce diversity also means you can break into newer markets by tapping into the persistent problem areas of a demographic and tailor your products or services to be more inclusive.
Transcribed employment interviews improve the candidate experience
According to this study, biased hiring was based on a candidates tone or cadence even though their qualifications were identical. The looming prospect of bias often prevents candidates from giving their best in an interview, especially since it’s common knowledge that the hiring decision is made within 5-10 minutes of meeting a candidate, that is, even before an interviewer has the chance to go through their full set of questions. So, referring to a transcript of a voice or video interview will help you make a better hiring decision solely based on a candidates qualifications and responses to interview questions.
If you’re worried about losing the nuance or context of a person’s response, you can hire a professional transcription company and opt for verbatim transcripts of employment interviews that include pauses, hesitations, and even indications of gestures (for video interviews).
You benefit from transcripts of structured employment interviews
Hiring managers tend to alter interview questions within a few minutes of meeting a candidate. This is again influenced by the unconscious bias coming into play. For example, if hiring managers favor a candidate positively based on the first impression bias, they’ll structure the interview so that the candidate soars through it. Alternately, a negative first impression bias can trigger interview questions that may impede a prospective candidate from giving their best.
So, to eliminate biased hiring at your workplace, opt for a structured job interview transcript. That is, evaluate transcripts of candidates based on their responses to the same set of questions. This will give you a much fairer idea of how they would perform in their role.
Hiring based on job interview transcripts will save you time
Imagine this – you set aside a specific portion of your day to interview some candidates. What’s your guarantee that the in person, phone, or video interview wouldn’t spill over and cause unwanted delays in your other business as usual tasks for the day?
When you use job interview transcripts for hiring, you move through the entire decision process in a fair and streamlined manner. You give marks based on their responses to a structured set of questions and the best candidate automatically wins. Besides, there’s no conversation clean up or unnecessary banter that will potentially spill over and affect the rest of your tasks.
A candidate who seemed to show high potential as a result of your bias may turn out to have poor productivity, which means you’ll have to scramble to fill this position again – not to mention the time and training required to bring the replacement hire up to speed on their tasks.
So why not hire efficient, deserving candidates by objectively basing your hiring decisions on job interview transcripts?
Partner up with a professional transcription company
Wary about unnecessary delays in the hiring process because of transcripts? A long-term partnership with a professional transcription company can fast-track this process – at iScribed we would be happy to prioritize the outputs based on your timeline.
For example, you can either send the audio or video responses of your candidates in bulk or as and when received so that the transcription process is simultaneous to the response receipt window.
Reach out to us about your interview transcripts today!