Ask competency-based questions, using the STARR method. This comprises situation, task, action, result and reflection, making it easier to focus on specific behaviour and preventing you from asking questions based on your (unconscious) associations attaching to a candidate.
Assessment based on norm tables leads to less bias, because the evaluating is focused on the job requirements. Not everyone is used to having their talents and positive attributes highlighted. Always bear this in mind.
In order to avoid unconsciously favouring candidates with whom you have more in common, neutral 'small talk' is preferable. Do not ask about a person's cultural background.
To ensure that you assess all candidates for their qualities and competences in the same way, use a structured interview. This requires asking everyone the same questions in the same order and each candidate is given the same amount of time per question.
Based on your notes, record your own scores on your individual score sheet. In this way, your judgment is not influenced by the opinions of other selectors.
To what extent was it possible to assess the candidate objectively? What tips, advice and recommendations do you have for the next round of applications?