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5. Cultural Bias
Bias in Interviewing – Cross Cultural Misperceptions
Culture consists of learned and shared values, beliefs and behaviors. We all come to interviews with preferences for certain culturally defined behaviors, values and norms. Being aware that we bring these personal inclinations to interview situations allows us to become more inclusive of individuals who are culturally different than ourselves.
- Cultural programming influences how we interpret what we hear and the behavior that we see during job interviews. We interpret what we see and hear through our own cultural lenses.
- Be aware of UCSC “culture” and how applicants from certain ethnic and other groups may not share the values and norms prescribed by UCSC culture, or may simply be unaware of them.
- The structure of the interview itself is a construct of UCSC culture that reflects certain values and expectations for behavior. Even though we may have explained the interviewing process to each candidate, we cannot assume that everyone we interview will be familiar with the subtle hierarchy of values and expectations that govern our interactions during an interview.
- Be aware that sometimes what we consider to be appropriate or desirable qualities in a candidate may reflect more about our personal preferences than what is actually needed to perform the job. Being culturally inclusive requires a willingness to see differences as possibilities rather than obstacles.
To Avoid Being Sabotaged by Your Own Cultural Programming
- Understand how powerful culture is and have a generosity of spirit about the difference. Learning a new culture is very difficult and takes a lot of effort. The adaptation process gets even more difficult in stressful times (such as when you’re in an interview) and we resort to familiar and comfortable behaviors.
- Expect that the people you will hire will be reshaped by being part of UCSC and in turn, UCSC will change. The process is positive and reciprocal – adaptation goes both ways.
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