Bias is a pervasive issue in interviews, particularly when formats are unstructured or evaluators are untrained. One of the most common sources is the halo effect, where a candidate's performance in one area, such as appearing confident, is generalized to unrelated traits like technical ability. For example, a candidate who delivers a polished introduction may be rated more favorably on competence, even if their answers later lack substance. Another common bias is similarity attraction, in which interviewers unconsciously favor candidates who share their background, interests, or communication style. A shared alma mater or regional accent can trigger positive bias, while unfamiliar speech patterns may lead to undervaluation. This risk is particularly relevant in global or cross-cultural hiring. Stereotyping can also shape how candidates are assessed based on gender, ethnicity, age, or other visible characteristics. For instance, a female candidate applying for a technical leadership role may face unspoken skepticism if evaluators hold stereotypical beliefs about women in tech. Confirmation bias occurs when interviewers form an early impression, positive or negative, and subsequently filter responses to support that impression. For example, a late-arriving candidate might be perceived as careless, prompting harsher scrutiny of their subsequent answers. Anchoring bias emerges when interviewers rely too heavily on initial information or the first question, failing to adjust th