[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-256922-105":53,"doc-detail-256922-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","structured-interviewing-guide-1-minimize-bias-in-inclusive-hiring","Structured Interviewing Guide - 1 - Minimize Bias in Inclusive Hiring","","Structured interviewing guide supporting inclusive hiring by walking hiring committees through the interview and evaluation stages with deliberate preparation. It explains what structured interviews are, how identical questions and fixed scoring criteria reduce unconscious bias, and how this approach helps interviewers emphasize competencies tied to student and school needs. Practical steps cover reviewing and refining job descriptions, defining core competencies, creating standardized questions and rubrics, and running consistent interview protocols for fair candidate comparison.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/structured-interviewing-guide-1-minimize-bias-in-inclusive-hiring/256922/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/structured-interviewing-guide-1-minimize-bias-in-inclusive-hiring/256922.png","ImageObject",442,249,{"name":88,"@type":89},"Ethan Miller","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-11-01","2026-09-13",true,{"@type":98,"interactionType":99,"userInteractionCount":25},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"When should a structured interview be used in the hiring process?","Question",{"text":108,"@type":109},"Use it after the hiring committee is assembled and before recruiting and interviewing candidates.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What makes a structured interview different from other interview formats?",{"text":113,"@type":109},"It uses the same methods for assessing candidates, including identical questions delivered consistently and scored against fixed criteria.",{"name":115,"@type":106,"acceptedAnswer":116},"How does structured interviewing reduce unconscious bias?",{"text":117,"@type":109},"It keeps interviewers focused on job-relevant criteria instead of personal preferences or gut reactions, using standardized questions and objective scoring.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},256922,1791736886,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":25,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":20,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":47},687207017582,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","1~~ 2 3 4 5 ~~ 6  \nAssemble a Diverse Hiring Committee  \nExamine Your Current Practices & Environment  \nMap Your Recruitment & Hiring Process  \nCreate a Standardized Review & Interview Protocol  \nSource, Review,& Interview Candidates  \nEngage & Onboard New Hires  \nStructured  \nInterviewing Guide  \nThis structured interviewing guide takes you through the two most dynamic stages in inclusive hiring: hosting an interview and evaluating a candidate’s performance. Both stages can feel exciting, high stakes, full of tricky decisions—and for exactly those  \nWhat is it?  \nA powerful tool for minimizing bias during hiring  \nWhen should it be used?  \n❖ After the hiring committee is assembled  \n❖ Before recruiting and interviewing candidates  \nWho should use it?  \nThe entire hiring committee  \nreasons, they are highly susceptible to unconscious bias if done without adequate preparation.  \nHowever, by acting deliberately and following the tools in this guide, you can minimize that bias and anchor your evaluation in objective criteria. This will not only ensure you are focused on the skills and qualities critical to the job, but also present your school to candidates as a community that values inclusion and is a safe home for diversity (i.e. , race, culture/ethnicity, gender identity, disability, sexual orientation, etc.) . The result is a powerful process for selecting the best person for your building.  \nDeveloped by Eskolta School Research and Design and the Center for Black Educators for the NYC Department of Education, Office of Teacher Recruitment and Quality (TRQ)  \n1  \nQuick look:   \nWe recommend using both this resource in conjunction with the Inclusive Teacher Recruitment & Hiring Toolkit as you complete Stages 4 and 5 of the hiring process with your team.  \nWhat is a structured interview?  \nStructured interviewing means using the same interview methods to assess and compare candidates for the same job. This means using identical questions for each candidate, asking  \nthem in a consistent manner, and then scoring those questions against fixed criteria. The goal is to provide all candidates with a uniform experience that mitigates bias, while allowing interviewers to focus on assessing their ability to meet the needs of learners, families, and the school community at large.  \nHow does structured interviewing help in hiring?  \nA structured job interview helps the hiring team focus on competencies that will be most impactful for students and school achievement. This interview format also allows principals and hiring committees to evaluate hard-to-measure skills, like interpersonal skills and oral communication. Often, without a structured approach, interviews will look vastly different from candidate to candidate, unintentionally preventing some candidates from successfully representing their skills, while allowing others to make positive impressions on criteria that are irrelevant to the job at hand.  \nWhat is unconscious bias and how does it affect hiring?  \nAs its name suggests, unconscious bias can appear in the hiring process without those responsible for hiring realizing it, and prevent a hiring committee from identifying candidates who best fit a position. Rather than being informed by objective criteria, biased decisions may lean toward tradition, personal preferences, or commonalities. Structured interviews help keep hiring committee members focused on the relevant criteria, and away from feelings, gut reactions, and other non-job related aspects of a candidate. The result is a thoughtful series of questions that illuminate the candidates’ skills and past experiences most valuable for supporting the needs of school community stakeholders, particularly students and families.  \nSteps in the Structured Interview  \nReview job description and determine competencies needed for the job  \nDevelop a list of job related questions (behavioral, situational, and general)  \nCreate a rubric with evaluation criteria  \nPlan interview protoc","cbCaisuYq57Og9Av","https://ap.wps.com/l/cbCaisuYq57Og9Av","pdf",332624,"English","# Quick look\n## What is a structured interview?\n## How does structured interviewing help in hiring?\n## What is unconscious bias and how does it affect hiring?\n## Steps in the Structured Interview\n### Step 1: Evaluate and revise the job description\n### Standardize Everything\n### Step 2: Develop a list of relevant questions","[{\"question\":\"When should a structured interview be used in the hiring process?\",\"answer\":\"Use it after the hiring committee is assembled and before recruiting and interviewing candidates.\"},{\"question\":\"What makes a structured interview different from other interview formats?\",\"answer\":\"It uses the same methods for assessing candidates, including identical questions delivered consistently and scored against fixed criteria.\"},{\"question\":\"How does structured interviewing reduce unconscious bias?\",\"answer\":\"It keeps interviewers focused on job-relevant criteria instead of personal preferences or gut reactions, using standardized questions and objective scoring.\"}]","Structured Interviewing Guide - 1 - Minimize Bias in Inclusive Hiring | PDF",1789309075]