The Future Of Corporate Learning And Development

E-learning is forever changing the way corporations learn and grow. As technologies and capabilities around data delivery and how educators engage people online improve with every passing year, it becomes clearer that online learning and development programs will dominate most corporate development programs in the very near future.

In a snapshot, it’s hard to miss how many companies are riding the L&D trends 2021 and the preceding years since the rise of the digital age has brought upon us. 90% of corporations now use e-learning for their employee development programs, a huge uptick from just 4% back in 1995.

For any executive or business owner that wants to stay relevant in these fast-changing times, learning and development are crucial. It determines whether our teams will continue growing—hence leading to company growth in the process—or get left behind. With that, we need to know where corporate L&D is heading and how we should be adapting to these changes. Here are some unmistakable trends in corporate learning and how companies should respond accordingly.

Video-dominated Content

One of the biggest emerging trends in training and development 2021 has affirmed is the power of video content. It’s not a secret that people love watching videos. People watch over 4 billion videos on Facebook daily. So if any company wants to create a learning and development program for their teams that will truly engage with them, video is the way to go. 

How to implement: Using video content in a learning and development strategy can go two ways. A company can sign their staff up to pre-existing courses that might align with skills training needs or develop their own training materials. Both have their pros and cons and choosing one or the other really depends on whether there are existing programs that align with your development roadmap. Some companies take the route of using a heterogeneous mixture of both.

Analytics and Automations

When measuring L&D success, analytics and data are of great importance. Most learning management systems provide a system that collects data and presents it on a dashboard. The numbers matter, even in e-learning. Some numbers that people in charge of training and development should look into include completion rates, learner performance, learner ratings and feedback, manager ratings, and course completion. 

In the future of learning and development 2021and beyond, automation will also be another learning management feature that will continue to be a necessity. Applying computer learning to LMS allows for features like recommendation lists, test delivery, certification logging, notifications and reminders on unfinished courses, and many others. 

How to implement: Your company should look into using a learning management system that provides analytics and automations to help save significant time having to manage staff learning progress. By using a platform like NeoHire, a company can also start using learning development systems in their recruitment and succession planning activities as well. 

Mobile-friendly Learning

The future of training and development in the workplace is starting to look a whole lot smaller, meaning people are switching to watching videos, taking assessments, and completing courses on their mobile phones. Mobile learning could grow to over $78.5 billion in value by 2025, and that only indicates that e-learning should start shrinking down for the average phone screen. 

How to implement: Ensure that all your materials fit into a large screen. This also means that any learning and development tool your company starts to use must have a mobile-responsive website or mobile app. 

On-demand Formats

A big challenge to any learning experience is dealing with information overload. Educators and staff development personnel can curb this by allowing for on-demand formats. Amidst the COVID-19 crisis, the world started to see the staggering effects of Zoom fatigue on people’s physical, mental, and social health. On-demand training programs help ease that overwhelm.

How to implement: Design your learning programs to come in bite-sized pieces. Video training materials can range from anywhere between ten to twenty minutes long. But avoid having content that can go on for more than an hour. It also helps to provide people with other formats of content consumption to help break the monotony. The most common variations of video training are an audiobook version or transcribed notes.

Conclusion: An Emphasis on User Experience

Many of the highest paying college majors have to do with improving humans’ interactions with technology. It’s unlikely that the workplace will ever go back to a technology-deprived environment and so the user experience is of great importance. User experience is the practice of determining whether a system’s design connects with the user intuitively. 

It’s difficult to undermine the importance of user experience in any digital platform or tool, and e-learning and development are no different. When setting up and running corporate learning and development programs, try to see it from your employee’s eyes as much as possible. The more that we cater to the experience, the more that people will continue growing. As a result, the company will grow with them.

Creating User Experiences for the Modern Learner

L&D is becoming much more than traditional face-to-face or e-learning standards. The job of the instructional designer (ID) is changing, and learning experience designers are on their way in. As a result, L&D professionals are now tasked with new challenges outside their comfort zone.

UI/UX Design

For good reason, user interface (UI) and user experience (UX) design is increasingly being used in digital learning. The user interface design anticipates what a user might need to do and ensures that the interface features parts that are simple to access, understand, and use to help them accomplish their goals. It is a process that doesn’t just include the design but the entire experience users have with a product from purchasing it to troubleshooting it.

Learning Experience Design

Learning experience design is created by combining UX and a focus on learning content (the ID method) (LxD). Simply put, designers in LxD concentrate on the learner journey and make it pleasant, engaging, relevant, and enlightening. LxD is more user-centered and takes a comprehensive approach to learning than standard instructional design. Instead of simply conducting a requirements analysis, LxD employs the concept of learner personas. In addition, LxD is technology-enabled and considers content curation, situational learning, data, and analytics. LxD does not require IDs to change their current practices; rather, it requires them to add some new tools to their toolbox.

Learning experience design is more user-centered and looks at a holistic learning experience.

Designers should use the design thinking paradigm, a new method of addressing training development, when producing learning inside the LxD framework:

  1. Discover: Understand the learners and assess their needs.
  2. Define: Obtain insights and define the program.
  3. Curate: Select relevant content.
  4. Develop: Develop and refine the learning experience solution through testing and feedback.
  5. Learn: Deliver the course and gather feedback from learners.
  6. Evolve: Iterate the course as necessary.

Improving Your Learning Experience Design Skills

  • Working out loud is one way to get started on your LxD journey: share your experiences on Twitter or LinkedIn. You may participate in one of several Twitter conversations to meet people who share your interests.
  • Consider all digital experiences while thinking outside the L&D box. Learners today are very comfortable using the internet, using apps, and gathering information on their own. Take a look at the user interfaces of your favourite apps, and make a list of what you like most about them and why. This will help you design your next learner experience.
  • Hold brainstorming sessions on a regular basis for all of your tasks. Other designers, developers, and authors should be invited. Toss around ideas, be inventive, and, above all, have a good time.

Here are some other tips you can use to improve your learning experience

Incorporating Video into Your L&D Strategy

Video appears to be infiltrating every aspect of our life, and for good reason. It’s simple to consume, swiftly distributes a lot of information, and is frequently more interesting than written or audio content formats.

For these reasons and more, video needs to be a part of any modern talent development strategy. Recent research proved that 41% of talent development professionals are incorporating more video into their learning programs, citing video as a catalyst for engagement in training and e-learning that can improve the ability to remember concepts and details.

Here are a few examples of great ways your organization can use video to take its talent development strategy up a notch.

Onboarding and training employees


One of the most crucial and sometimes ignored parts of cultivating fresh talent is onboarding. It is critical to the long-term performance and engagement of employees since it generates the all-important first impression of the organization. Whether it’s sharing the ins and outs of your industry or setting a first-time manager up for success, a well-thought-out and smoothly executed onboarding program is critical.

It is also a great opportunity for organizations to leverage engaging video content while also enables corporates to train employees very effectively, increasing retention as well as engagement

Work video into your onboarding courses

Video training not only keeps new hires more involved in the process, but it also speeds up the onboarding process, reducing the period between when they are hired and when they can begin making important contributions.

Make more info available to keen employees who want to know more


During their training, many employees may feel compelled to go deeper. They could wish to understand more about the company’s vertical, the skill sets and processes it employs, learn about new skills that could improve their contribution and so on. It’s ideal to make classified on-demand video available for simple access and consumption in these situations.

Video reference materials


The trainer can use instructional videos to get the right instructions and assist the trainees through their program. In these hands-on settings, where visual clues can help make the actions clearer and easier to follow, video is very important.



As eLearning designers, you have to step out of the mindset that your job is only to create basic programs. As a content curator, your job is to facilitate learning by being the bridge that connects learners to relevant and optimized content. Just as museum curators open up a hidden and unknown world of art to the naïve public, a content curator leads his audience to a world of relevant and valuable information which is engaging and drives the user towards newfound knowledge

Strategies For Reducing Corporate Learning And Development Content Overload

The learning and development (L&D) industry has been rapidly changing to keep up the technological advances, current trends and recent events impacting the modern workplace. Businesses are working with their L&D departments to find learning solutions that will help solve common business challenges, such as low levels of employee engagement and high rates of turnover. Not all information represents valuable knowledge; we can receive conflicting information and find it hard to differentiate between useful and trivial content. Moreover, too much information can overload cognitive processes and renders the knowledge useless. This is because the brain has limited bandwidth for stocking new information. The same issue can appear in eLearning.

There’s a growing need for efficiently discerning between what to include in an employee training course, and what should be left out. If the learner receives a content load that is too heavy, learning capacity drops. Thus, it is important to present the learner with only the key concepts, the right amount of information, and in the right format.


Putting people first is a priority


No matter how big your budget is, or how much time you can dedicate to content and tools, it is important to remember that L&D is all about people. As trainers, educators, and coaches, the primary responsibility for L&D professionals is the development of people. This is sometimes overlooked, especially as employment has shifted from lifetime employment to a model where workers are retained only as long as they add value to the enterprise.

Simplify Content


Key concepts need explaining in simple language. Take away any convoluted phrases, nonessential information, and elaborate explanations, and what you should have left is highly relevant content that helps the learner’s working memory pass the data into the long-term memory. The learner will be able to activate their germane cognition processes and easily retain new information.

Prepare bite-sized information (chunking, microlearning)


Chunking and microlearning are the perfect knowledge delivery methods for long-term recall. Breaking heavy concepts down into a series of specific lessons will allow learners the memory space and time to process the new information, which leads to a deeper understanding of information that will effortlessly pass into long-term memory.



Keep in mind that memory has two components, and you’ll need to organize information efficiently and mix your content delivery styles. This way, you will maximize the amount of data that reaches long-term memory.

Make a note of these tips to avoid cognitive overload and research more information about designing eLearning to reduce cognitive overload. To discover the training options best for your employees, contact our team today!

Why using Simple Online Forms for Campus Recruitment Assessments is bad

Online forms such as Google Forms, Microsoft forms are widely used for campus recruitment assessments in many companies because of it being simple to set up and conduct evaluations with it. But glaring problems lies with using these simple forms in conducting important recruitments. We shall see these problems and how we could overcome them

Popular form builders lack security, conditional logic, the ability to accept payments, and can look unprofessional. So, most companies need a simple but effective alternative for the forms if they want to hire the best candidates for their job roles

Problems with Simple Online forms

Assessment Integrity
– The integrity of the test is of uttermost importance to every corporate as this will ensure that only the best students get shortlisted for the latter rounds. Not only will it help in reducing the number of candidates to the top performers, but it will also reduce the load on the organizers and thus reducing the resources required to acquire a new hire
This can be a problem in such common forms as they give minimal security in dealing with such security measures.

  • No option to verify the user authenticity – Without Video feed of the student, it is impossible to determine if the student itself is taking the test or not
  • Difficult to set different sets of Question Papers – Without setting a large enough Question set to shuffle up and mix the questions, it has the potential to be passed down to other candidates through other means of communication such as Whatsapp, iMessage etc

Weak Conversion Rate – The more secure and feature rich the test taking platform is, the better is the conversion rate. Using a simple test taking form will enable lesser than top performing students to sweep through the latter rounds which makes the selection process much for difficult for the company and not to mention resource hungry.

Alternative to the Simple Online Forms

For conducting secure and scalable recruitment assessments, you need a tool which can provide you a myriad of features as well as fool proof in terms of the assessment integrity. Introducing neoHire

AI Proctored Evaluations – neoHire facilitates AI Proctored Test, helping corporates to make sure the candidates get used to the online test taking environment

We track every single movement of the test-taker & also monitor third-person presence, and capture screenshots for future audit. Thus, every recruitment drives are 100% secured and malpractice-free.

 With neoHire you can get,


Performance Analysis and Detailed Reports


Hiring and Evaluation matrixes



Participation and Performance metrics




Learner Performance over Skills




Overall Participation Comparison Reports




Overall Comparative Performance Report

  Comparative reports

With detailed reports of individual test takers on a variety of data points, neoHire makes sure you shortlist the best candidates

System Level Security Features


  1. Tab Switch Lock & Suspicious activity capture: Prevents test takers from switching tabs and captures screenshots of tab switches made
  2. Plagiarism Check: Reports plagiarism on exercises & assessments
  3. Copy/paste lock: Prevents copy/pasting answers from clipboard
  4. Test Resume/ Re-take: Support for immediate resume/ re-take tests with or without cooling period
  5. Support for key-based access to tests
  6. Assessment Audit: Audit-trail of assessments managed across multiple attempts
  7. Face verification: Prevent proxy test takers
  8. Additional Hardware Detection: Ability to detect a second monitor if connected
  9. Dedicated Service & Support
    1. Platform orientation: Helping Corporates to demo and train candidates to use the platform
    2. Dedicated account manager: to solve all the queries of the test-takers as well as the HR team throughout the project.
    3. Chat/email/Whatsapp/phone support: available on the platform chat, email, Whatsapp group as well as on phone call for all the recruitment related support.
    4. In-person support: there might be some critical situations, for that our team will be readily available to tackle the situations if any.
    5. Live chat support: in-platform chat box to help test takers in any way possible


In a situation where remote hiring is becoming all too common, it is vital to start looking at secure alternatives to conduct your campus and lateral recruitment drives. This will ensure smooth drives where you can minimize cost, maximize your returns and of course, bag that perfect hire!

Calculating the Success of your Employee Learning & Development Program


Given the market’s intense competitive nature, innovation is a constant occurrence. It is one of the factors that causes an organization’s goals and priorities to change. It necessitates recalibrating employees’ skills in terms of competencies that are consistent with the company’s goals. It is carried out by businesses by offering instruction to their workers. Continual focus on learning and development enables new employees to understand the means of leveling up to the company’s expectations and offers existing employees the opportunity to expand their knowledge base.

“If you believe that training is expensive, it is because you do not know what ignorance costs.”

Learning and improving workers’ skills makes economic sense, even though it is seen as a cost rather than an investment. It is a continuous phase that begins on the first day. In this rapidly rising economy, the real problem should be how businesses offer training to their employees and whether it is sufficient to affect employee development while still meeting business objectives.

When training programs are implemented in the company, enhanced employee performance and business productivity are naturally expected. But how can one know the effectiveness of a training program? Did employees grasp what they were expected to learn? Did they get the most out of the new knowledge at work? Did they achieve the objectives? And was the training initiative worth the organization’s investment? The answers to these questions will depend on the assessment of learning outcomes. In a nutshell, training courses are designed to impart new skills, but their efficacy requires systematically evaluating the training effectiveness.

Effectiveness of Training and Learning and Development


What Is Training Effectiveness?

The effectiveness of training or e-training is a measure of how much learning increases employee performance; for example, how learning programs help teams develop their sales and leadership skills, increase their productivity, or accomplish a business goal. The Kirkpatrick Model is the most widely used method for assessing training effectiveness. Organizations use the model to assess a training program and its relevance in business.

The assessment of training effectiveness determines the extent to which training influences the trainee’s awareness, abilities, and actions. It’s a metric for how well training improves trainee results, such as how the workers strengthened their sales and soft skills, increased their productivity, or met business goals. The effectiveness of training is also measured in terms of a positive return on investment (return on financial investment). The ROI metric is useful at the end of the assessment process because it compares the learning results to the employer’s training investments in tangible and measurable terms. Training effectiveness assessment is the process of assessing the effectiveness of organizational training programs using scientifically based techniques. Begin by determining why, who, and what training is needed, and then evaluate the training that has been provided.


How Do You Measure the Effectiveness of Training?

There are a variety of ways (or methods) to assess the efficacy of training. These approaches become an important source of input and knowledge about the effectiveness of the applied training program, including sections that are not useful. These approaches will assist management in filling any capability gaps with appropriate training programs, allowing them to adopt the most effective training methods.

Organizations of all sizes, big and small, are not required to spend substantial funds or time in training effectiveness assessment. With proper preparation and forethought, excellent results can be obtained. To achieve the desired results, both company and training priorities must be compatible. For instance, an inbound call-center sets a target of efficiently answering sixteen percent more customer queries than the previous year.  Then the aligned training objectives include each representative enrolling in an online course on using advanced call-center software.

Employee training metrics should provide both qualitative and quantitative data (learner input about whether the training was beneficial to their job) (quiz score and completion rates). It is primarily up to the company to decide which goals and indicators to use. The best way to achieve results and track learning progress depends on the needs of each company’s training program.


Approach to Training

While there are many approaches for assessing training or  e-training efficacy, each has its own set of characteristics and advantages. Employee surveys, one-on-one meetings, case studies, and post-training quizzes are all standard methods for assessing training effectiveness. More data on employee learning performance can help companies assess the effectiveness of training programs.

The term ‘training program’ is often welcomed in the board rooms. The goal of these training courses—and most such programs—is to enhance execution and results. However, the way training is provided varies among organizations with differences in targets, products and employees. 68% of workers claim that training and development are the most crucial company policies.

Identifying the audience and the essence of the training is the first step in training employees. Most employers focus solely on the work position and build a one-size-fits-all evaluation.

Following the identification, the instruction is delivered using specific approaches such as seminars, group exercises such as roleplays and group discussions, as well as films and videos. The last but the most crucial step is to measure the effectiveness of the training programs – which most companies either refrain from or follow some ineffective ways that include merely recording the reaction of trainees or something on similar lines which has negligible effectiveness.

The methods of identification mentioned above are not all aligned with business goals. It is a waste of time and money because you have no way of knowing if the group in attendance is the same as the one targeted. Furthermore, you are oblivious to appropriate material. Furthermore, these methods do not guarantee that the software would be useful enough to involve employees.


Why Train?

Millennials … are more socially and globally connected … than any prior generation. And they don’t question; they learn.

Brad Smith

Everyone is not perfect. Most employees have some weak points or dark areas in their work skills, for which they need to be trained. The assessments could inform about the need for training, for they reflect deficiencies and competencies which need to be worked upon.


Who to Train?

Not all employees need to be trained. Neither do all employees need the same level of training. The assessments generate a full-fledged report of employees who need training.


What to Train On?

A person with sufficient product knowledge and inadequate presentation skills cannot suffice an organization’s needs. The managers should have a clear idea of what the training should comprise and which competencies are particularly needed.


Training Effectiveness – How To Measure The Effectiveness Of Employee Training Program

Customized Assessments: The stakeholders in most enterprises agree that a highly tailored, completely company-oriented test is a feasible alternative to their evaluation needs. Everyone prefers online evaluations over pen-and-paper assessments in today’s digital world, or in other words everyone prefered L&D through  e-training or e-learning.

They are systematic and objective tests that reveal information about an employee’s job personality. These evaluations are tailored to specific job functions. They are designed to assist candidates in maximizing their strengths while also addressing their areas of growth. Furthermore, these tests are simple to administer. Since the measurements are quantitative and objective, they are not subject to observer bias.

Compared to companies that don’t, companies that invest in employee training enjoy a 24% higher profit margin.

A situation may occur where ABC Company is unsure about the effectiveness of these training programs.

Let’s discuss training effectiveness.


Using the Modern Approach to Evaluating Training Effectiveness

Talking about the ABC Company, if it arranges training and development programs, it might know the necessity of evaluating training effectiveness and its ROI. Ultimately, nobody wants to spend valuable resources on training that does not provide better returns.


What is the impact of training on employees?

  • Was the training or e-learning useful in helping participants increase practical learning and aptitudes?
  • Could the learners apply what they learned and enhance their performance at work?


First, each participant is given an assessment that determines their proficiency in essential competencies, which are a collection of skills needed to excel in a workplace through various job roles. These reports are necessary because we can’t move forward until we’ve found the right match between the applicant to train and the competency that needs to be improved.

Let’s presume an organization has enough expertise to recognize the training or e-learning requirements. In other words, it recognizes not only the workers need training, but also what type of training they need. For these situations, certain businesses have a better approach. For such businesses, the approach will be a pre-assessment that could predict an employee’s actual status in terms of competencies consistent with the company’s goals.


Effective Training

It could be a classroom or instructor-led instruction, or it could include interactive elements like quizzes, case studies, group discussions, or Q&A sessions on an e-learning platform such as neoHire. Video conferencing, audio conferencing, webinars, and distance learning services are examples of online activities that may be included in this package.


Post-Assessment – How to Measure Training Effectiveness?

The training is followed by measuring its effectiveness. Fortunately, some proven methodologies for measuring the training effectiveness already exist. One can successfully measure training effectiveness using the Kirk-Patrick Model.


The Kirk Patrick Model (The 4 Levels of Training Evaluation)




This level measures how learners have responded to the training, including the critical aspects of the activity – utilizing reviews, questionnaires, or talking to participants to get honest feedback on the training experience.

This process could include:

  • Finding out if the course content was easy and relevant
  • Discussing the program’s strengths and weaknesses
  • Asking about the key takeaways
  • Know if the program was successful in matching the learner’s perception and learning style.
  • At the end of this level, you should look for any gaps in the content.


You can measure what the trainees have learned and how much knowledge they have gained at this level. This step could include:

  • Test scores amid and after the training or e-learning
  • Assessment of connected learning ventures
  • Course completion and accreditation

After going through these sets of metrics, assessment is done again (obviously with an enhanced set of questionnaires) after three months. This method could also fill the gaps and let the trainees know about themselves better, thus influencing the training effectiveness.



This level indicates how trainees apply the information and how it has impacted their performance and attitude. It takes 360-degree feedback from supervisors, peers, and reporters. This includes:

  • How has learning been actualized at work?
  • Are the trainees sure to share their new abilities and learning to their companions?

Are the trainees aware that they’ve changed their behaviour?



The last level comes down to the ‘why’ part of the training. It captures the difference in the participant’s behaviour before and after the program. It includes outcomes that the organization has determined to be good for business and employees. The learning outcomes may suggest:

  • Increased employee retention
  • Increased production
  • Higher morale
  • Improved business results

Training aims to improve individual and group performance, thus influencing the organization’s overall performance. Each successive level is a more precise measurement than the one before it. ABC Company conducted training programs in this manner, and also evaluated their effectiveness and effect on employees.


How will neoHire help?

 neoHire brings you efficient and precise tools for evaluating and training your employees. It is an e-Learning platform which can be used by HR’s for complete end-to-end Learning and Development for their employees. Now, measuring training effectiveness is incredibly easy with our custom-made assessments. These simple, reliable assessments will help you understand the training lifecycle to evaluate the training effectiveness. When decoding the training life cycle, four steps are involved: identifying training needs, administering pre-training assessments, training, and post-training assessments. Our useful analytical tools will enable you to measure the ROI of your training program. These data driven approach will help you finetune your training and deliver the best possible outcome. Our scalable platform also helps you conduct training for as much employees as you desire.

  • Custom made Assessments
  • Data driven analytical tools
  • Scalable Platform
  • Gamified Learning


Recognize the stumbling block in the training program you provide to your workers. It helps you achieve your business goals with a more logical approach when training aligns with the business and has a defined feedback mechanism for each partner. Employees at all levels understand what is expected of them, how to put their vision and principles into action, and what is required to succeed. Taking this techniques and constructing an e-Learning or L&D training program around it might be the perfect thing needed for your organization to drive to new heights.

How to Reduce Interviewer Bias

Various steps are being taken by companies all over the world to ensure better recruiting practices and reduce unconscious bias during the recruitment process. In recent years, almost every company has made diversity and inclusion a top priority in recruitment, as executives seek to add more diverse talent to their teams.

What is interviewer bias in recruitment?

If anyone has a preconceived idea about someone they’re interviewing, it affects their judgement and makes the interview less impartial overall. Although interview bias is most commonly associated with qualitative research, it often applies to recruiting and has an effect on hiring decisions.

In a LinkedIn survey, 42% of respondents said bias of interviewers was a reason for interviews failing as an effective employee selection method.

Interviewing with unconscious bias is not only unequal and divisive, but it also results in poor hiring decisions and high turnover rates. Biased recruiting practices can also lead to legal issues in some cases.

Companies that use equitable and inclusive hiring practices, on the other hand, are more likely to be creative and successful. As a result, when recruiters take action to ensure that recruiting practices are fair and impartial in the recruitment funnel, which helps companies in a variety of ways.

Common interview biases that recruiters should keep in mind:

Cultural Noise

When an interviewee’s answers are based on what the interviewer feels the interviewer wants to hear rather than being truthful, this bias arises. It is a measure of the interviewer’s ability to tell the difference between a candidate’s socially appropriate response and their true opinion in this situation.


Stereotyping Bias

This happens when an interviewer believes a candidate has those characteristics since they belong to a particular party. If a work requires lifting 50 pounds, an interviewer will incorrectly believe that women are unable to meet this requirement.


Generalization Bias

Generalization bias can occur when interviewers assume candidates’ mannerisms in the interview are part of their everyday behaviour. The interviewer might assume what the candidate did once is what s/he would always do.


Halo/Horn Bias

The most common cognitive interview bias occurs when an interviewer allows one strong point about a candidate to overpower or influence anything else he or she says. It may be something he liked (halo) or something he didn’t like (horn) that obscures the candidate’s other responses, subjecting the interview to the interviewer’s subjective views.

The perfect example of this would be when the candidate being interviewed cannot converse well in English.

Even if his or her work may not require fluency in English, if the interviewer bases their decision on it, the interviewee’s performance may be excellent in their field, but the interviewee may still be rejected or approved solely due to a Halo bias.

A situation where the interviewee reveals his or her political viewpoint is another example of halo bias. If it aligns with the interviewer’s political views, the interviewer will choose that candidate over others simply because they share the same political views.

Recency Bias

Since our brains are hardwired to remember specifics of knowledge provided to us most recently, the interviewer remembers the most recently interviewed candidates more vividly than candidates interviewed earlier.

When an interviewer fails to take notes during each interview, it becomes impossible for them to remember every aspect of the interview, making it difficult for them to consider all applicants during the decision-making process.

Contrast Effect

 When a stronger candidate interviews after a weaker candidate, the latter will appear more competent than they are because the difference between the two candidates makes the former appear exceptionally better than they are. This becomes a dilemma that the interviewer must keep in mind as they conduct one interview after another.

eg: Multiple applicants are interviewed one after the other in a limited period of time during campus recruiting. This can impair the recruiter’s ability to interview all applicants objectively, and the interviewer may choose someone who is optimistic about his or her one internship experience over someone who seems timid and reserved but is more skilled.

How can we reduce this?

Start with building a diverse shortlist

Making a diverse shortlist of finalists is an excellent place to start. When introducing applicants to the hiring manager, divide them into various categories to create a diverse shortlist. This can help to minimize unconscious bias because people prefer to choose candidates from each group, resulting in more diverse choices being selected.

You may categorize candidates on a diverse shortlist by gender, nationality, ethnicity, or other similar diversity-related groupings. A Harvard Business Review study found that if your applicant pool only has one woman, she has a statistically zero chance of being recruited.

talent recruitment statistics

Standardize your interview process

Standardizing the interview process so that it has the same framework for and candidate is another perfect way to reduce interviewer bias. To start developing a rapport with a candidate without seeing them, you may want to start with a phone call, as this will help to prevent any prejudice induced by their presence.

Using a talent recruit software like neoHire will aid in this process of standardizing and will lessen the burden on your side. Make it a point to ask the same questions in the same order for and candidate during the phone screening and in-person (or virtual) interview. Bias is much more likely to affect unstructured interviews, while a simple framework makes it much easier to avoid because each interview is comparable. Try to ask open-ended interview questions, as they’re harder to look at subjectively and a better measure of competency.

Prepare interview scorecards

Many recruiters use interview scorecards to effectively rate applicants and make comparisons. Unconscious bias in interviews can be reduced by using interview scorecards with simple scoring criteria. When scoring candidates on interview scorecards, do so as soon as possible when the memories are still fresh.

If you have several interviewers, make sure they all know how to correctly use the interview scorecards so you can get the most out of them. To prevent problems of conformity bias, make sure that everyone rates a candidate before seeing other people’s assessments.

Interview Scorecard - Talent Hiring

Define the job, not the person.

A true job description is a list of things that people must do rather than a list of things that they must possess. If an applicant can demonstrate during the interview that they have effectively handled similar work, it is obvious that they have all of the requisite skills and experience. This is usually not the same as what is listed on the job description. By identifying work as performance goals, you can attract a wider range of talent while also mitigating bias by evaluating a person’s past performance on similar work rather than their presentation skills and first impression.

Use reverse logic.

People are more relaxed when they meet a candidate they like right away, and more tense when this response is negative. Make a mental note of this any time you see a potential candidate. Soon, a trend will emerge. Recognizing your prejudices is the first step in controlling them. The majority of people look for constructive confirming data about people they like and negative confirming facts about people they don’t like.



It goes without saying that we’re all biased from time to time as people, even though it’s not a deliberate decision. However, it’s critical that we consider the numerous prejudices that emerge at various stages of the recruiting process and take the necessary measures to prevent them from influencing hiring and candidate selection.

Online methods of Interviewing and Evaluations such as on our Online recruitment and L&D platform can eliminate bias to a certain extend due to it’s advanced proctoring and auto evaluation features.

Interviewing is an important aspect of the hiring process, but it’s perhaps the most difficult to eliminate prejudice from. Having said that, there are still a number of steps you should take to make the interview process as objective as possible.

So, where do we go from here? You can start eliminating interviewer bias right now if you follow these suggestions and make it a point to educate yourself about best practices on a regular basis.