Why body language in an interview shouldn’t be a deciding factor

Body language varies widely among individuals and can be influenced by many factors unrelated to a candidate’s ability to perform a job.

While some interviewers may notice body language, relying on it for hiring decisions can lead to misinterpretations and unintentional bias. Instead, consider focusing on evaluating candidates based on their skills, experience and ability to communicate effectively.

Factors that can influence body language in an interview

• Eye contact: Not all candidates are comfortable maintaining eye contact due to cultural differences, neurodivergence or low vision. Instead of using eye contact as a measure of engagement, consider other cues, such as their responses to questions.
• Facial expressions: Some candidates may naturally use fewer facial expressions due to neurodivergence or medical conditions.
• Gestures: Be mindful that some candidates may fidget or move their hands frequently due to conditions such as ADHD, anxiety or personal communication styles.
• Posture: A candidate’s posture may be influenced by physical conditions, anxiety or comfort levels, rather than their ability to succeed in the role.

By recognizing the many factors that shape body language, hiring managers can focus on more relevant indicators of a candidate’s potential, such as their experience, skills and ability to communicate their ideas.

How to evaluate candidates more effectively

If you consider body language during your evaluation process, be aware of its limitations and potential biases. Instead, consider focusing on:

• Skills and qualifications: The resume review process allows your HR team to compare the candidate’s background to the company’s established qualifications for the job.
• Knowledge about the industry and position: A candidate’s interview answers might demonstrate they’re well-informed on various topics.
• Clarity of thought: Assessing how candidates present their thoughts can be helpful. Look for clear, easy-to-understand responses.
• Effective communication strategies: Consider other communication aspects than body language, such as the candidate’s ability to ask thoughtful questions and articulate their responses.

How to evaluate skills and qualifications fairly

Conducting structured interviews can create a standardized process for evaluating candidates. This approach can help ensure all interviewees are assessed using the same objective criteria, reducing reliance on subjective factors like body language.

Interview rubrics are often part of the structured process. These documents list specific criteria and typically include a rating scale with guidance for objective scoring.

Being empathetic while interviewing job seekers and understanding that communication styles vary can also help ensure a fairer assessment.

Consider training hiring managers on inclusivity in interviews, including how to evaluate candidates without over-relying on body language. This can improve consistency and help reduce bias in the hiring process.