After analyzing the case study of OZ Trading Pty Ltd, it is found that in the interview room, the bias will be related to the personal leadership of both the candidates such as Malcolm and Tony. It is because in the personal leadership style, Malcolm blindly belief on his abilities, which made Malcolm aggressive towards his team mate as compared to Tony. It can also affect the consideration of selection committee and there may be a possibility that the committee may select Tony as a future CEO of the firm. It is because as compared to Malcolm, the selection committee may believe that Tony will enable to control his team members effectively in different situations. Through this, the firm can re-establish the good relationship with the customers and achieve competitive advantages in the market (Soll, Milkman & Payne, 2015).
In the interview room, another bias will be related to the favoritism of candidate. From the case, it is found that due to acting as CEO by Tony for some time, the decisions of selection committee may become differ from the actual decisions. It will also increase the possibility of favoritism over the other candidate, Malcolm (Huffcutt, 2010). At the same time, this type of bias can be consider as the motivated bias because due to working on the position of CEO, the selection committee may strongly attaché with Tony, which can be a big and one of the main reasons of bias during the interview that consequently affect the decisions of selection committee (Dunning, et al., 2003).
But, at the same time, it is found that after sometime from the joining of Tony as CEO, the things were gone wrong. It also affected the position and image of Tony within the firm as he built before joining the job position of CEO in OZ Trading. It may bring bias in the interview and in front of the selection committee, which may differentiate the decision-making process of selection committee in the interview. But, on the other hand, it is found that in the organization, CEO is one of the responsible job positions, which needs to fulfill different duties and responsibilities. The person on this job position may face burden, which may affect their abilities and skills. It may also differentiate the skills of the person as compared to his counterpart (Dunning, et al., 2003).
At the same time, there will be a confirmation bias in the interview room, which will be come from the selection committee side. In this bias, the selection committee can make hypothesis related to the performance of the candidates that was performed by them in previous (Powell, Hughesâ€Scholes & Sharman, 2012). In the case of OZ trading, the selection committee may collect the information of both the candidates and make a distinct opinion based on the information, which may influence the committee’s decision making process and generate bias in selection of appropriate candidate for the job of CEO (Brink & Benschop, 2014). This type of bias will also reduce the chances for OZ trading and selection committee to recruit great candidate for the job position.
At what time you set the Difficult Goals for your Job Position? What did you do to Achieve these Goals?
This question will be helpful for the selection committee in terms of accessing the goal-oriented and result-driven abilities of the candidates. Along with this, through this question, the selection committee will also enable to access the efforts of candidates to handle and achieve the audacious goals while maintaining the good quality of work. Through this, the selection committee can also compare the effectiveness of both the candidates in terms of their motivation level to manage the teams in different situations.
Describe me the Relationship that you have had with your Colleagues and Team Members. How would you describe the best one and the Worst?
This question will be effective in identifying the attitude and behavior of candidates at the time of managing their teams and working with the colleagues within the organization. This question would also help in accessing whether the candidate would be happy, productive and well engage with the different teams. At the same time, the answer provided in response to this question would help in accessing the interaction skills and management style of candidates (Morgeson, Reider and Campion, 2005).
As you have Experience of Different Fields, tell the Selection Committee how you feel you Would make a Contribution in the New Role?
With the help of this question, the selection committee would enable to access the leadership skills and knowledge of candidates in order to work with the Canberra team and Oz’s customers. It is because, through this question, the selection committee would identify the ideas of candidates to keep positive track of firm’s performance and to enhance the contribution of CEO to provide competitive advantages to the firm.
Describe me one of the Biggest Disappointments of your Career to Date and your Learning from it?
This question will help the selection committee to minimize the potential bias in terms of accessing the experience of candidates. Through this, the selection committee would also enable to force the candidates to admit their weaknesses and career disappointments. Through this, the committee would also compare the shortcomings of both the candidates and make effective decisions to select the right candidate.
Describe your Communication Style at the Workplace with your Direct Reports, your Superiors, Customers and your Staff Broadly.
This question would help the selection committee to access the leadership and communication style of candidates, which will also support in minimizing potential bias. It is because, through this, the selection committee may develop their decision on the basis of relationship of candidates with their staff, colleagues and superiors in the organization in order to contribute in the success of the firm. Along with this, this question would also be supportive in identifying the abilities of candidates to communicate the information to the employees to generate better outcomes and results.
Brink, M., & Benschop, Y. (2014). Gender in academic networking: The role of gatekeepers in professorial recruitment. Journal of Management Studies, 51(3), 460-492.
Dunning, D., Johnson, K., Ehrlinger, J., & Kruger, J. (2003). Why people fail to recognize their own incompetence. Current Directions in Psychological Science, 12(3), 83-87.
Huffcutt, A. I. (2010). From Science to Practice: Seven Principles for Conducting Employment Interviews. Applied H.R.M. Research, 12 (1), 121-136.
Morgeson, F.P., Reider, M.H., and Campion, M.A. (2005). Selecting individuals in team settings: The importance of social skills, personality characteristics, and teamwork knowledge. Personnel Psychology, 58, 583-611.
Powell, M. B., Hughesâ€Scholes, C. H., & Sharman, S. J. (2012). Skill in interviewing reduces confirmation bias. Journal of Investigative Psychology and Offender Profiling, 9(2), 126-134.
Soll, J. B., Milkman, K. L., & Payne, J. B. (2015). Outsmart your own biases. Harvard Business Review, 93(5), 65-71.