Few issues in talent acquisition carry as much weight as fairness in interviewing. Bias isn’t just an ethical concern because it shapes candidate experience, employer brand, and (of course) legal compliance.

This week’s discussion was part of the ongoing CXR (CareerXroads) Research Panel series, where talent leaders join a closed conversation to share candid experiences and insights. Each session in this series is co-facilitated by me and Johnny Campbell, CEO of SocialTalent, who sponsored the administrative costs of conducting and publishing our final report with the end goal of surfacing collective learnings that move both the profession and our industry leadership forward. If you’d like the full article and findings, scroll to the bottom for a direct link.

In this segment, we brought together TA leaders to explore three big questions:

1. How do you ensure interviews are fair in practice?
2. Which tools and strategies really reduce bias?
3. How do you account for the legal risks bias introduces?

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