Design and selection bias
This bias often occurs when choosing data collection and sampling methods that omit key information which happens in the initial planning stage of the study. There should be relevancy when choosing demographics to account for accuracy.
Order effect bias
This bias happens when the sequence of questions influences the interviewee’s answer. This usually happens when a question provides context for another causing interviewees to change their answers.
Leading question bias
When the interviewer frames a question in a specific manner to elicit a specific emotion or answer. This happens when the interviewer bases the question on their perception and assumptions that they have made about the topic.
Halo effect bias
This is where a single response from the interviewee halo’s/clouds the other responses shared during the period of the interview. The interviewer takes a single response as an overall general opinion of the interviewee while minimizing his other responses.
Confirmation bias
Unknowingly narrowing down to a single solution/response based on the interviewer’s belief system interferes with data analysis and collection.
Cultural bias
When assessing cultural differences, this might not even be related to race/ religion. This can be simply due to company cultural beliefs. The interviewer’s tendency to prioritize the values and standards of their culture over that of the interviewee is the main basis of this bias.
Social desirability biases
Social desirability bias compels the interviewee to give a response that they think will be viewed favorably by other participants and the interviewer.
Interviewer effect
where the interviewer’s characteristics such as age, race, and so on, affect the interviewee’s response. This bias falls on both the interviewer and interviewee and can elicit either a positive or negative response, which is what sets it apart from social desirability biases.