(And why unconscious bias is quietly sitting in the passenger seat)

After five years in one of the world’s most data-obsessed companies (yes, Amazon—I see you), one thing became crystal clear to me: the first-stage interview isn’t just important—it’s everything.

It’s where we set the tone, uncover the truth behind the CV, and—if we’re being brutally honest—where unconscious bias tends to sneak in wearing a tie and a smile.

Let’s break it down.

The First Interview Is Your Filter, Your Foundation, and Your Fastest Way to “No”

You don’t get to round three without nailing round one. And you shouldn’t.
The first-stage interview is your chance to:

• Validate actual skills vs. LinkedIn flair.

• Gauge potential beyond polished answers.

• Catch red flags before you're three hours deep into a panel loop.

  
  

And yet, too often, it’s treated like a warm-up act.

The truth? It’s the single most cost-effective moment to make or break a hire. Delay decisions or ignore red flags here, and you’re not vetting—you’re gambling.

Bias: The Silent Co-Interviewer

Now here’s where things get tricky. Even the best interviewers (yes, even you) aren’t immune to bias. It's baked into how we show up. That’s why, during first-stage interviews, we need to actively audit ourselves.

Let’s talk about the six sneaky culprits:

• Perception – How we see people is filtered through our own reality. That cool confidence? One interviewer’s “leadership” is another’s “cocky”.

• Attitude – Our unconscious reactions shape the tone of the entire conversation. We can become warmer, sharper, or dismissive—and not even realize it.

• Behaviors – Micro-cues in friendliness and openness can shift based on who we’re speaking to.

• Attention – Are we zeroing in on things that confirm what we already want to believe?

• Listening Skills – Are we hearing responses or just waiting to speak?

• Micro-affirmations – These tiny nods of approval (or their absence) can unconsciously signal to a candidate that they belong—or don’t.

Recognizing these is step one. Neutralizing them? That takes conscious effort.

Amazon Taught Me This: Bias Doesn't Just Live in Interviews—It Lives in Feedback Too

Once the interview’s over, the real influence begins—with what we .

Best practices that stuck with me:

• Review Feedback – Always reread what you’ve written. Would you stand by it if the candidate read it? Because they might.

• Data Collection – Rely on multiple data points. Gut feelings? Great for dating. Risky for hiring.

• Challenge Assumptions – Stop and ask: “Is this based on evidence, or just a vibe?”

• Watch for Recency Bias – Just because something came last doesn’t mean it mattered most.

• RHMD – “Recruiting How’s My Driving” is Amazon’s way of saying: feedback is for candidates too. Make it accurate, fair, and human.

Ready to Level-Up Your Interview Process? I Can Help.

At Prime Talent Solutions, I deliver tailored Interview Training and Workshops that help teams:

• Eliminate bias from the first conversation

• Improve candidate experience (without adding extra work)

• Build consistency across interviewers

• Turn every first-stage interview into a strategic advantage

  
  

Whether you're a fast-scaling startup or an enterprise org with high-volume hiring needs, I'll work with your team to build practical, actionable systems that lead to better hires—and a better employer brand.

Let's Build a Better Interview Process- Together.

Contact Prime Talent Solutions to schedule your custom session.