Avoid baker interview bias by using standardised technical assessments, structured questions about baking competencies, and objective scoring for practical demonstrations. Focus on measurable skills like dough handling technique and fermentation knowledge rather than subjective impressions. Create evaluation criteria based solely on job-relevant baking abilities and essential performance requirements.
Common misunderstanding: Technical skills tests stop all bias
Many hiring managers think that testing baking skills stops bias from happening. But even when you watch someone make bread, your hidden biases can still affect how you judge their work. You might see the same technique differently depending on who is doing it.
Let's say you are interviewing two candidates who both make perfect sourdough loaves. Without clear scoring rules, you might give higher marks to the candidate who "looks more like a baker" in your mind, even though both performed equally well.
Common misunderstanding: Experience requirements are always fair
Many hiring managers believe asking for specific baking experience is automatically fair. But some experience requirements might accidentally shut out good candidates from different backgrounds. What matters is whether someone can do the job well, not where they learned their skills.
Let's say you are hiring a baker and require "5 years in a British bakery." This might exclude excellent bakers who learned in family businesses, other countries, or through different training paths. Focus on testing their actual bread-making abilities instead.
Prevent bias through consistent evaluation criteria, multiple assessors for practical trials, and documented scoring systems. Use blind technical assessments where possible and focus on job-relevant competencies like production consistency and quality standards. Establish clear benchmarks for acceptable performance in dough handling, timing management, and quality control.
Common misunderstanding: Watching someone bake removes all bias
Many hiring managers think that watching candidates actually bake removes bias from the process. But your unconscious assumptions about who "looks like" a good baker can still affect your judgement. Without clear measurement rules, you might score the same performance differently.
Let's say you are watching two candidates shape bread rolls. Both create identical results, but you might unconsciously score one higher because they "look more confident" or "seem more experienced," even when their actual technique and results are the same.
Common misunderstanding: Personality style affects baking ability
Many hiring managers let their personal preferences about how people work influence their technical scoring. Some great bakers are quiet and focused, while others talk through their process. These different styles don't affect the quality of bread they produce.
Let's say you are comparing a chatty baker who explains every step with a quiet baker who works silently. If both produce excellent bread at the same speed, their personality differences shouldn't affect their technical scores. Judge the bread quality, not the conversation style.
Ensure fairness by using identical practical tests, standardised interview questions, and objective technical criteria. Evaluate all candidates under similar conditions and focus on demonstrated baking abilities rather than personal characteristics or background assumptions. Document your evaluation process and scoring to maintain consistency across all candidate assessments.
Common misunderstanding: Different candidates need different tests
Many hiring managers unconsciously change interview difficulty based on how candidates look or sound. They might give easier tasks to people they assume are less experienced, or harder tests to those who seem more skilled. This creates unfair comparisons.
Let's say you are interviewing a young-looking candidate and an older candidate for the same baker role. Both should get exactly the same bread-making challenge, the same time limit, and be judged by identical quality standards. Don't assume anyone's ability level before they demonstrate it.
Common misunderstanding: Communication style shows baking skill
Many hiring managers think that how someone speaks or communicates shows how good they are at baking. Different cultures have different ways of expressing themselves, but these differences don't affect someone's ability to make good bread.
Let's say you are interviewing a candidate who speaks quietly and doesn't make much eye contact due to cultural background. Don't assume this means they lack confidence or skill. Focus on whether their bread rises properly, tastes good, and meets your quality standards - these are what actually matter for the job.