Professional in Human Resources (PHR) Practice Exam

Stereotyping in the context of interviews involves making generalized assumptions about candidates based on characteristics such as race, gender, age, or other identity factors. This kind of thinking can lead to biases in the hiring process, where an interviewer might unconsciously favor or disfavor a candidate due to preconceived notions associated with that candidate's identity rather than their individual qualifications or skills.

This approach can undermine the principles of fairness and equality in recruitment, as it overlooks the unique abilities and experiences each candidate brings to the table. By relying on stereotypes, interviewers can potentially miss out on skilled individuals who do not fit the preconceived mold, thereby affecting the overall diversity and performance of the organization.

In contrast, the other options focus on practices that do not involve stereotypes. Assessing candidates based on their resumes, for instance, is a structured approach to evaluate qualifications, while rating all candidates using the same rubric ensures consistency and reduces bias. Focusing on skill-based evaluations centers the decision-making process on relevant competencies rather than assumptions tied to identity.