The One Common Job Interview Question That Reveals Your Hiring Fate

The Hidden Biases Behind the “Hobbies” Interview Question

In job interviews, candidates often face questions that seem casual or harmless. One such question is, “What do you like to do in your spare time?” While it may appear to be a simple icebreaker, this question can have a significant impact on whether a candidate gets hired. According to sociologist Lauren Rivera, a professor of management and organizations at Northwestern University’s Kellogg School of Management, this question is far from trivial.

Rivera explains that interviewers often use this question to create a more comfortable atmosphere during an otherwise awkward interaction. However, what might seem like small talk can actually reveal critical information about a candidate's background, including race, gender, class, and caregiving responsibilities. This can unintentionally influence hiring decisions in ways that are unfair and biased.

Why This Question Matters More Than You Think

The issue lies in how interviewers interpret a candidate’s hobbies and interests. Rivera notes that certain activities—such as skiing, hiking, or other high-cost extracurriculars—are often seen as indicators of success and competence. For example, in her 2010 study, she found that professionals in law firms, investment banking, and management consulting were more impressed by candidates who had engaged in resource-intensive activities like climbing Mount Kilimanjaro than those who simply enjoyed recreational hiking.

This bias is rooted in what Rivera calls a “Rorschach test.” Interviewers may use a candidate’s hobbies as a way to justify their decision-making, often without realizing the biases they are introducing. Additionally, humans tend to remember the first impressions they form, which means that the initial answer to this question can significantly shape the interviewer’s perception of the candidate.

The Impact of First Impressions

Interviewers typically make up their minds within the first 30 to 90 seconds of meeting someone. Even if they later change their opinion, it takes overwhelming evidence to shift that initial impression. This makes the “hobbies” question particularly powerful—and potentially problematic.

Rivera emphasizes that this type of question can lead to unfair advantages for some candidates over others. If a candidate shares a hobby that aligns with the interviewer’s own interests, they may be perceived as a better fit for the role, even if their skills or qualifications are not as strong.

What Hiring Managers Should Do Instead

To reduce bias and ensure fairness, Rivera suggests that hiring managers avoid asking about hobbies altogether. Instead, they should focus on structured questions that assess a candidate’s qualifications and suitability for the role. For example, a hiring manager could start the interview by stating, “I’m excited to meet you, but we want to ensure this process is fair and effective in identifying the best candidates.”

By shifting the focus to structured assessments, employers can create a more equitable hiring process that prioritizes relevant skills over personal interests.

How Candidates Can Navigate the Question

Despite the potential for bias, Rivera does not recommend avoiding the question altogether. She explains that interviewers often judge candidates based on whether they like them or see themselves in them. Refusing to answer may come across as uncooperative or disengaged, which could harm the candidate’s chances.

However, there are strategies candidates can use to navigate this question effectively:

• Prepare in advance: Make a list of 10 or more hobbies and interests you’re comfortable sharing. Think about how these relate to the job or company values.
• Be specific: Instead of saying you enjoy reading, choose a book that allows for deeper discussion. This can lead to a more engaging conversation.
• Avoid faking it: Be honest about your interests. Pretending to like something you don’t can backfire, leading to misalignment with the actual job requirements.
• Turn the question back: After answering, ask the interviewer, “What about you?” This keeps the conversation flowing and builds rapport.

The Bigger Picture

Ultimately, the responsibility for creating a fair and unbiased hiring process lies with employers. Rivera argues that companies should train their staff to use more effective methods of evaluating candidates, rather than relying on subjective questions like “What do you like to do in your spare time?”

Job interviews should reflect a candidate’s ability to perform the job, not their personal interests. It’s time for employers to rethink their approach and ensure that all candidates are given a fair chance to succeed.