I was recently listening to a great HBR IdeaCast podcast about interview styles. The author, Anna Papalia, was sharing that she identified four different interview styles, but both interviewers and interviewees use, and how we should be more aware of those styles, and how they affect our assessments of candidate alignment with job openings.

I thought it was fascinating both regarding how leaders can improve their interview skills, but also how leaders could be more aware of their biases towards people who are similar to them (most leaders already realize the unconscious bias towards people who are similar to them in a variety of ways, such as race, gender, personality type, leadership style, but I hadn’t heard about the idea of interview style as another dimension to consider).