Several biases can affect candidates during interviews, potentially influencing the selection process. Common biases include confirmation bias, where interviewers favor information that confirms their pre-existing beliefs. Stereotyping can also occur, leading to unfair assessments based on candidates’ backgrounds, gender, or appearance. Additionally, halo effect may cause an interviewer to favor candidates showing strength in one area, ignoring weaknesses. These biases undermine the interview’s fairness and can lead to the selection of candidates who may not genuinely best fit the role of a civil servant.