12 ways to avoid (unconscious) interview bias to attract your next dream team member

The last two episodes have covered unconscious bias when interviewing with the goal of not only shedding the light on unconscious bias at your clinic, but also to help you get a more diverse team… because, as we all know, the more diverse the opinions and experience you have in a team, the stronger that team is.

If you’re a vet or nurse looking to make your next move, YOUR unconscious bias still exists and applies in exactly the same way as it does from the clinic’s hiring perspective.   Just in reverse!  All the biases I’ve talked about from the interviewer side apply equally to the interviewee as well.

The same is true with today’s info.   If you want to be hired into a diverse team, then look out for these cues at the clinic you’re being interviewed at.  You obviously won’t be able to see every one of them, but a few you will.

So keep your eyes and mind wide open.

Published Research - Journal of Personality and Social Psychology
The Journal of Personality and Social Psychology published a research study called Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality by Danielle Gaucher, Justin Friesen, and Aaron C. Kay.

12 ways to avoid unconscious interview bias

#1 – from Confession to Redemption or Acknowledge to Actualisation

#2 – use a rubric

#3 – evidence based

#4 – consistency

#5 – Teamwork

#6 – neutralise your advertisement language

#7 – go blind and go anonymous 

#8 – set diversity goals

#9 – have working interviews

#10 – do the opposite of your natural tendencies 

#11 – sleep on your decisions

#12 – make all offers subject to satisfactory reference and background checks

About DISC-Flow®
DISC is a research-backed and science-based personality profiling tool used to understand our behaviours, communication styles, and work preferences. It’s about understanding what makes you – and the people you work with – tick.

Julie South is a DISC Flow® Certified Trainer, who describes DISC-Flow® profiling as being like having a cheat sheet to better understand yourself and other people. When you know this, it helps you play to your personality strengths, work better in teams, and communicate better.

If you’re keen to find out what your personal DISC type is, what type of leader you are, or what your clinic’s team composition looks like, then get in touch with Julie to find out what's involved.

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