Too much talk and not enough listening, snap judgments, and poor interviewing techniques are the most frequent mistakes committed by the interviewer. Bias in terms of age, sex, race, religion appearance and own personality is yet another source of mistakes interviewer tend to commit. Certain remedial measures could be taken to counteract bias. For example use of several interviewers i.e. a panel of interviews; making interviewer aware of his prejudices; better selection of interviewing etc.

Better supervision by senior personnel executives of interviewer’s performance and participation in both rejection and selection of a group of interviewers where most important jobs are involved are some more remedies to counter interviewer bias. It is true that interviewer bias can cause more harm particularly to the companies having spent huge fortunes in creating market image, by interviewer’s rudeness or failure to select good candidates due to excessive bias.

In the process company would loose good customer also. Indeed value of thousands of dollars of institutional advertising can be dissipated in the interview room. Repetitive interviews and conducting large number of interviews day in and day out can cause fatigue to interviewer. Well planned interview schedule and conducting few interviews at a time are the safeguards personnel. Directors can provide to interviews.

There is possible danger in interviewer making his decision (without realizing in most cases), within few minutes, after the start of interview. Remainder interviews are then juts a formality. Such judgment is based on candidate’s appearance, voice and brief review of application blank (information provided by application). Remedy to such situation lies in finding out

interviewers who are analytical rather than impulsive. Secondly, interviewers on the job should be required to fill out a comprehensive rating form in the hope that such a task will force analysis. Interviewer in hurry in most probability is going to err in his judgment than the one who has all the time to complete the task of interviewing.

Solution to remove bias- In a survey responds suggested various solutions to remove prejudices or bias in selection. These are:

• Use group evaluation of applicant
• Better job description (rate the man in relationship to the job being interviewed for)
• Make interview aware of his prejudices. He will minimize them.
• Make interviewers responsible for company-wide interviewing instead of limiting them to a particular division
• Don’t hire interviewers who have strong prejudices.