An HR consultant is tasked with finding a qualified candidate for an entry-level marketing position in a small but rapidly growing financial organization located in New York. 

The consultant interviews current marketing employees, subject matter experts, and the marketing manager to create a job description for the position. The job description is then used to develop a job posting for the company's website. Applicants are instructed to e-mail the HR consultant their résumé along with a cover letter describing their interest in the position. They are also asked to complete an online application form.

The HR consultant reviews all the applicant information received and conducts prescreening interviews to narrow the list of candidates. The top three candidates are asked to come in for an in-depth interview with the HR consultant and the marketing manager.

One candidate's work experience and cultural fit with the organization significantly surpass that of the other two candidates. A contingent job offer is made, pending a background investigation and reference checks.

The candidate's résumé and application list a bachelor's degree in marketing. The background check conducted by a third-party consumer reporting agency (CRA) reveals that the university listed on the application has a student record of the candidate; however, the records also indicate that the individual never graduated with a degree. A degree in marketing was a required qualification for the position and was listed in the job posting.

 

The position manager wants to interview more candidates and use behavioral interviews that are informal, conversational, and flexible so they have a chance to "get to know" the candidate. What precautions should the HR consultant implement in order to mitigate the susceptibility to biases during the selection process while still accommodating the manager's wishes?

1. Create an interview rating form to assess the candidates' scores on broad competencies related to the job.
2. After the interview, rate overall impressions and make a list of the notable points the candidates discuss.
3. Develop a strict script of interview questions and objective scoring criteria for the candidates' answers to these questions.
4. During the interview, write down all job-relevant information the candidates provide and review the information afterward.