Your job applicants are all distinct people. In order to identify the best individual for the job, it's important to make the most of the interview process. According to the available data, female interviewees often answer differently than male ones.
Recognising these distinctions can help eliminate unconscious prejudices during the hiring process. Our best advice for getting the most out of your interviews with women is as follows.

1. Question Everything
Female interviewees are more prone to play down their accomplishments. Get a more complete picture by inquiring about their experiences and asking questions. They would be happy to answer you questions and prove their mettle.

2. Be sure you're not being biassed towards anything
Where do I stand in terms of "people like me" being sought by your company? Perhaps fans of a specific player on the squad. This way of thinking kills variety at the gate. Be open-minded when conducting interviews for female candidates. You never know you may get a leader then and there.

3. Put a Girl on the Jury
This will lessen the possibility of accidental prejudice based on gender when selecting finalists. This will reassure the female applicant that she is not being considered a "token woman" for the position, and that she has a future with the company. This will also ensure that you respect your female leaders.

Moreover, conversations during interviews are never one-sided. Are you promoting the company's ethos? How does the organisation facilitate a healthy work-life balance? Before applying, female applicants are more likely to learn about the company's ethos and core beliefs. Discuss what it will be like to work with you and give specific examples. Train your panel to be more gender inclusive if you want to attract the right talent.

Female interns are as capable as the rest of them. Keeping an unbaised attitude towards hiring female candidates will improve your brand image as well as get you some really good talent on the team.