So come on, who has heard these types of feedback after a job interview? Maybe as a hiring manager, you’ve given similar feedback? Or as a recruiter, you’ve had to relay it?

“They just didn’t make eye contact…”
“They didn’t show enthusiasm for the role.”
“Not enough relevant experience.”
“Didn’t dress formally for interview.”

But have we considered:

Perhaps they have a neurodiversity, not neurotypicality?
There may be cultural factors driving communication differences.
Transferable competencies or potential not fully explored?
Personal circumstances limiting clothing choices?

Interviews serve a purpose, but how much bias gets baked in? With over 20 years UK recruitment experience Simon Gomez is certain he hasn’t heard it all – but I have heard enough.

If your organisation struggles with interview bias influencing hiring decisions, perhaps we can help educate and enable a more inclusive UK recruitment process. Our Assess services spotlight paths for skills-based, equitable evaluation.

Let’s connect to explore first steps toward eliminating bias from your UK talent decisions.