The Hidden Impact of a Common Interview Question
In job interviews, the question “What do you like to do in your spare time?” is often seen as an easy way to break the ice. However, this seemingly harmless question can have significant consequences for candidates. It may seem unrelated to job performance, but it can reveal a lot about a person’s background and influence hiring decisions in ways that are not always fair.
Sociologist Lauren Rivera, a professor at Northwestern University’s Kellogg School of Management, has studied how such questions shape the hiring process. According to her research, these casual inquiries can unintentionally highlight factors like race, gender, class, and caregiving responsibilities. This can create an unfair advantage or disadvantage for certain candidates, depending on their personal interests and experiences.
Why This Question Matters More Than You Think
The question might appear to be just small talk, but it can serve as a subtle form of bias. For example, if an interviewer enjoys skiing and a candidate mentions they also ski, it could lead to a more favorable impression. Conversely, if a candidate does not share that interest, the interviewer might unconsciously perceive them as less compatible with the company culture.
Rivera explains that interviewers often “anchor” their judgments based on these perceived similarities. This anchoring effect can be influenced by gender, race, and class, making the question more than just a simple conversation starter. In fact, Rivera found that resource-intensive hobbies, such as climbing mountains, were viewed as more impressive than everyday activities like hiking.
This kind of bias can lead to hiring decisions that prioritize social fit over actual job qualifications. As a result, candidates who don’t fit the mold of the interviewer’s interests may miss out on opportunities, even if they are well-suited for the role.
The Role of First Impressions
Another issue with this question is that first impressions are often the most lasting. Research shows that interviewers typically make up their minds within the first 30 to 90 seconds of meeting someone. Even if they later change their opinion, it takes a significant amount of evidence to alter that initial judgment.
This means that the way a candidate answers this question can have a lasting impact on their chances of being hired. It’s not just about what they say, but how they come across during that brief interaction.
What Employers Should Ask Instead
To reduce bias and ensure fairness, Rivera suggests that employers should avoid asking questions about hobbies and instead focus on structured, relevant assessments. This approach helps eliminate subjective judgments based on personal preferences.
For instance, instead of asking where a candidate grew up, hiring managers could directly ask structured questions that assess skills and qualifications. This not only makes the process more equitable but also ensures that candidates are evaluated based on their abilities rather than their leisure activities.
An example of this approach could be a hiring manager saying, “We want to make sure we’re fair to everyone and identify the best candidates for the role. So let’s move right into the structured part of this interview.”
How to Answer This Question Effectively
Despite the potential for bias, Rivera advises candidates not to avoid answering this question altogether if they want the job. Interviewers often gauge whether they like a candidate and whether they see themselves in them. Refusing to answer could disrupt the flow of the conversation and create unnecessary tension.
However, candidates can still stay true to themselves while responding. Here are some strategies:
- Prepare in advance: Make a list of 10 or more hobbies and interests you feel comfortable sharing. Think about how they relate to the job or company values.
- Be specific: Instead of saying you enjoy reading, choose a book that you could discuss in depth. This can lead to a more engaging conversation.
- Avoid faking it: Don’t pretend to have interests you don’t genuinely enjoy. Overly tailoring your answer can backfire and lead to misalignment in the long run.
- Shift the spotlight: After answering, ask the interviewer, “What about you?” This keeps the conversation flowing and builds rapport.
A Call for Fairer Hiring Practices
Ultimately, the responsibility lies with employers to create a more equitable hiring process. Rather than relying on random questions, companies should invest in training their staff to assess candidates fairly. This includes developing better methods to evaluate the qualities they truly care about, such as problem-solving skills, communication, and teamwork.
As Rivera points out, the current system places an unfair burden on job seekers to navigate these biased questions. A more thoughtful and inclusive approach to interviewing would benefit both employers and candidates alike.
