If you have the good fortune of scoring a virtual job interview in the middle of a pandemic, the initial euphoria of potential employment may soon be replaced with anxiety over what to wear – as well as putting your home life on display for a potential employer.
And with good reason. Social scientists have found that traditional interviews – without set questions or scoring metrics – are poor predictors of job performance.
When this happens, interviewers make subjective judgments based on irrelevant information, like physical appearance and nonverbal cues. Illegal stereotypes based on gender and race may also be at play.
And unfortunately, employment litigation has not succeeded in tamping down these practices. Although many companies were successfully sued in the early 2000s for making subjective employment decisions in hiring, pay and promotion, a Supreme Court ruling in 2012 made those claims nearly impossible to bring as a