Warmth of the interviewer In this subsection we focus on the interviewer’s persona and actions as sources of bias in the selection interview. A potentially biasing facet is the affec- tivity of the interviewer, in particular, warmth. Based on their US studies, Farago, Zide and Shahani-Denning (2013) advocate that all interviewers should be trained in ‘warmth’ and should be screened for warmth when they are undergoing the selection process. Warm behaviours include eye contact, nodding, smiling and hand-shaking. Farago and colleagues also believe that interviewers should learn to establish common ground by incorporating small-talk (an aspect of unstructured interviews) before and after the structured interview questions. Interviewers should remember that they are representatives of the organization, so it is in everyone’s interest to ensure that applicants feel at ease during the interview. Further, adding warmth to the interview process can be easily incorporated, so the benefits of such training is likely to outweigh the costs, such as the job candidate not accepting the job offer or denigrating the organization to peers (Chen, Yang & Lin, 2010).