When Jennifer Hudson got voted off “American Idol” recently, there was a mild uproar. Hudson and two other black women seemed to be the favorites, based on the judges’ comments and earlier public votes, but this time they were the bottom three among seven candidates.

“American Idol” is always a popularity contest, of course, and sometimes the most talented people aren’t the ones chosen. Which makes it similar to most companies’ hiring process.

How can companies avoid hiring mistakes? Here are three ways:

• Assign comparable tasks. “American Idol” does this well, letting candidates select songs from within certain parameters, because choosing the right song can be as important as having a good voice.
  
  If you give all applicants the same assignment, it gives you a direct way of comparing their work, rather than relying too much on chemistry and snappy answers in job interviews.
  
  
• Be aware of biases. Could Hudson have lost votes because she was black? Sure. She also could have lost votes because of the song she chose, the way she dressed, the stage lighting and God knows what else. We react to people subjectively, which is why we might describe one applicant as “a good fit” while rejecting someone else with equal qualifications.
  
  To limit biases, have a diverse group of people interview all your finalists, and listen to the arguments they make in supporting their favorites. At the same time, ask yourself whether you’re selecting or rejecting anyone because of factors that don’t relate to the job — anything from skin color to body piercings to alma mater.
  
  
• Avoid the least common denominator. Don’t automatically discard people because one panelist objects. Consider the rationale for the objection, and whether someone else’s biases might be at work.