Interview Bias: How It Happens & How to Avoid It, Part 1

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This article is the first in 180one’s two-part series looking at how your organization can identify and avoid Interview Bias, and why it’s a vital consideration in hiring. Check back in Next Week for the next installment. Read a piece about the importance of good DEI practices here.


Part I

Have you ever interviewed a candidate who you clicked with right away? Have you ever interviewed a candidate who you felt in your gut wasn’t a fit the moment they walked in the door? Research by business consulting groups and institutions such as Harvard Business School consistently shows that many high-level hiring decisions are made based not on a candidate’s qualifications or capabilities, but rather on the hiring manager’s first impressions. These subconscious and subjective reactions to a candidate injected in the interview process are known as “interview bias.”


180one is kicking off the new year with a two-part series to help your organization identify and avoid the pitfalls of interview bias, and to dig into evaluation and interview techniques that greatly diminish bias.


How Bias Can Work Its Way Into the Hiring Process

From the first look at a resumé’s language to the opening moments of a first meeting, interview bias will often derail an objective evaluation of a prospective employee. It’s human nature to bring our own background and biases to a first meeting in the professional environment, just as we do in a social setting. However, unconscious biases can lead to social categorizations that influence how a hiring manager or team land on their top candidate – these categorizations are often not logical, and, at times, not legal.


In working with our clients, we’ve found that hiring managers may read something on a candidate’s resumé before he or she has even met the candidate that influences their perception of the quality of the candidate. This sometimes leads them to begin looking for reasons to hire or not to hire.


Companies invest significant time and money to attract the most qualified candidates for executive-level positions, and that investment in the hiring process should lead to selecting the most suited skill set of the pool. Personnel psychology researchers have found, however, that the social exchange of interviews, while still the most widely used form of candidate assessment, predict less than 15% percent of ultimate employee performance yet open up the most opportunities for bias. (For a deep dive on this, here’s a recent study by renowned researcher Frank Schmidt.)


Types of Interview Bias

What are the most common types of interview bias? Management and organizational researchers have repeatedly observed several biases common across many industries that can have a negative impact on choosing the most qualified candidate for the job.


“Like Me” Bias: It’s human nature to think highly of someone who has a similar mindset or personality to your own, and “Like Me” bias can easily happen when a candidate appears to be similar in style or personality to the hiring manager – as a result, the hiring manager feels that candidate would be best suited for the job. An example is when a candidate attended the same school as the person evaluating their resumé, and/or majored in the same field of study, it’s determined that candidate must be qualified.


Halo/Pitchfork Effect: The Halo Effect happens when one positive characteristic of the candidate influences the entire interview process in favor of the candidate. For example, a candidate has a degree from an Ivy League university, so the assumption is made they must be highly competent.

The opposite of Halo is known as the Pitchfork Effect, when one negative characteristic overshadows the candidate’s overall qualifications. For example, when we are reviewing candidates with our client, we see the Pitchfork Effect come up when a hiring manager states their company hired someone from ‘X’ organization in the past, and people who come from ‘X’ organization don’t fit their company’s culture. 


Stereotyping Bias: This is our inclination to hold an opinion about how a person will think or act because they’re a certain race, gender, religion or another characteristic. One of the most prevalent stereotypes is that a female candidate with small children will require flexibility in their work schedule.


Nonverbal bias: Nonverbal bias occurs when a candidate is assessed in a positive or negative light because of an observed attribute, such as body language or an aspect of physical appearance. Examples of this include style of dress, weight, speech patterns, eye contact, or mannerisms such as the firmness of a handshake.


Negative Emphasis Bias: When the interviewer receives one piece of negative information and uses it as a base for entire hiring decision. People have a natural tendency to give negative information more weight than positive information. 


Cultural Noise: The interviewer’s ability, or lack of, to distinguish between a candidate’s answer that is crafted to be more socially acceptable or on-trend rather than revealing their true belief or experience.


Contrast Effect: When a candidate with a stronger presentation style interviews after a weaker-style candidate, the stronger-style candidate may appear more qualified because of the contrast between the two.


When a hiring manager collaborates with a recruitment firm like 180one to address the many potential pitfalls of interview bias, the search consultant can help unpack and unwind assumptions made about a candidate and arrive at a much more objective ranking.


In Conclusion

Interview bias is a broad topic to explore, so we’re digging into it in two parts. In our second article in the series, we’ll discuss the importance of overcoming common biases, and look at tactics for building a more diverse employee group. A dynamic mix of races, genders, and points of view in the workplace is incredibly valuable for improved productivity and creativity, as research has shown that diverse teams consistently outperform more homogenous teams.  For more insights check back for Part 2 of series on bias.  While you're at the Water Cooler read another article about ways to improve your hiring processes entitled "Diversity and Inclusion in Recruitment - Five Best Practices."

By Greg Togni April 23, 2025
180one is pleased to announce our recent partnership with Pike Street Capital and the successful placement of a new Board Member for Superior Duct Fabrication, a Pike Street portfolio company!  Superior Duct Fabrication is a leading provider of commercial and industrial HVAC duct systems, known for its high-quality fabrication, reliability, and customer service. The company serves a wide range of industries, delivering complex ductwork solutions with precision and speed. In 2023, Pike Street Capital, a Seattle-based private equity firm focused on industrial growth companies, acquired Superior Duct Fabrication as part of its strategy to invest in scalable, high-performing manufacturing businesses. Pike Street partners with management teams to accelerate growth and build long-term value through operational improvements and strategic leadership. As part of this effort, Pike Street Capital partnered with 180one to recruit a new board member to help guide Superior Duct’s continued expansion and success. Congratulations to Pike Street Capital, Superior Duct Fabrication, and the 180one Search Team on a successful board placement!
By Greg Togni April 7, 2025
Let’s face the music, or the new reality that attracting executives to move across the country for an opportunity has become increasingly difficult for a variety of circumstances. As businesses look to recruit top talent at executive levels, understanding the shifts in migration trends before you launch a search, better yet, as you plan a position, might be the difference of landing a great candidate in a reasonable amount of time, or dragging out a search for the unicorn who can’t be found. Let’s look at some of the factors and trends together that might shape how your organization moves forward in conducting a national executive search. Understanding the 2024 Relocation Landscape The 2024 Allied Migration Report paints a picture of a U.S. population increasingly seeking affordable living spaces, a better work-life balance, and more favorable economic conditions. Despite a 20% overall decrease in interstate relocations from 2022 to 2024, the main driver of those relocating is the alignment of their personal and professional goals. The report also underscores the shift toward midsize cities and suburban areas as more desirable destinations. This trend is being driven by a combination of rising housing costs in major cities, economic uncertainty, and a greater demand for improved quality of life. Companies looking to relocate candidates must consider a range of factors to ensure that they are not only attracting talent but also providing a work environment that matches these evolving preferences. Here are 5 key aspects that companies should score themselves against to determine how desirable their location is for the market. Depending on how one scores, it can help highlight the probability of relocating or needing to adjust the candidate profile to match candidates in the current geographic market not needing relocation. 1. Housing Affordability and Living Costs One of the most significant motivators for relocation in 2024 is housing affordability. In 2023, soaring housing costs in urban centers like San Francisco, Los Angeles, and Chicago pushed many people to consider smaller cities and suburban areas where the cost of living is lower. When relocating candidates, it's crucial for employers to consider how the cost of housing in their city or region will impact the candidate’s overall financial well-being. If your company is in a higher cost area, providing a sign-on bonus towards housing can be one lever to pull to cover the gap. 2. Remote Work and Flexible Work Arrangements The rise of remote work in the wake of the pandemic continues to shape relocation patterns. With many employees now able to work from anywhere, some candidates are looking for jobs that allow them to live in more affordable or attractive locations while still benefiting from a competitive salary. The ability to work from home (or a hybrid model) has made relocation less about proximity to the office and more about finding a place that offers a better quality of life. For employers, it’s essential to evaluate whether the role can be offered remotely or with flexible work arrangements. If the company is headquartered in a high-cost city but allows employees to work from anywhere, the business might be able to attract candidates from more affordable regions while offering competitive salaries. On the other hand, if the position requires in-office attendance, it’s important to highlight the benefits of relocating to that city—such as lifestyle factors, community offerings, and career advancement opportunities. 3. Job Market and Industry Opportunities Candidates are increasingly moving to regions where job markets are thriving, particularly in industries like technology, renewable energy, healthcare, and finance. The 2024 Allied Migration Report noted that states with growing job markets are experiencing strong inbound migration. How would classify your region’s overall job market? Candidates want to know that if they were to relocate, and for some reason down the road they leave the organization – what other opportunities exist for them locally. If there are no other reasonable and likely options related to their industry, or expertise - this can pose another hurdle that needs to be addressed. It’s essential to evaluate whether the region offers the kind of industry opportunities that will keep the candidate’s career trajectory on track. 4. Tax Policies and Financial Incentives Tax policies are a key factor influencing relocation decisions in 2024. States with no income tax have seen an increase in inbound migration, with people moving to these states in search of more disposable income. The economic uncertainty and high inflation rates in 2024 have made individuals more conscious of their financial situations, and tax-friendly states are becoming increasingly attractive. Employers looking to relocate candidates should consider the tax implications of moving employees to specific regions. 5. Quality of Life and Lifestyle Considerations Beyond financial factors, candidates are also considering lifestyle factors when deciding where to relocate for work. According to the 2024 Allied Migration Report, many people are moving to regions that offer a better balance of work and life, which includes access to quality healthcare, good schools, recreational activities, and a desirable climate. For employers, this means understanding the lifestyle preferences of potential candidates and emphasizing how the region supports these needs. What’s the Score? So how did your region score? How will it impact how you go to market with the position? Did you adjust the candidate profile to mirror what exists in the local candidate market, or is your region highly desirable to attract the unicorn? As migration patterns evolve, companies that adapt their candidate profiles and expectations to these shifting dynamics will be well-positioned to thrive in an increasingly mobile workforce.
By Christine Kennedy March 12, 2025
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
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