Bias in Recruitment – Influences Decisions, Often Without Our Awareness

Affinity bias is the tendency to favour candidates who share similar backgrounds, experiences, interests, or personality traits to our own.

Example:

A hiring manager notices that a candidate has worked in the same industry and followed a similar career path. The conversation feels natural and effortless, leading the manager to evaluate the candidate more positively—even though other candidates may possess skills and competencies that are more relevant to the role.

Anchoring bias occurs when the first piece of information about a candidate is given disproportionate weight in the overall evaluation.

Example:

A CV begins with a less relevant position early in the candidate’s career. Even though the candidate has since gained significant experience and taken on greater responsibilities, the initial impression continues to influence the assessment of the candidate’s level and suitability.

Confirmation bias is the tendency to seek out, interpret, or focus on information that confirms our initial impression, rather than evaluating a candidate objectively.

Example:

After a brief phone conversation, a recruiter forms the impression that a candidate lacks presence and influence. During the interview, the recruiter therefore focuses primarily on responses that support this perception and overlooks examples of strong professional performance and achievements.

Conformity bias occurs when assessments are influenced by the opinions of others rather than by an individual's own professional judgement.

Example:

Several interviewers express strong enthusiasm for a candidate. An interviewer who initially had a more balanced assessment chooses to align with the majority opinion rather than challenge the prevailing view.

The halo effect occurs when one positive characteristic influences the overall evaluation of a candidate.

Example:

A candidate has experience from a well-known company with a strong employer brand. This experience creates a generally positive impression, which subsequently influences the assessment of the candidate’s other skills, competencies, and qualifications.

The horn effect is the opposite of the halo effect, occurring when a single negative characteristic disproportionately influences the overall evaluation of a candidate.

Example:

A candidate appears nervous at the beginning of the interview. Although the candidate later demonstrates strong professional expertise and insight, the initial impression continues to negatively influence the overall assessment.

Perception bias occurs when assumptions about a person’s background, profile, or characteristics influence the assessment of their abilities and potential.

Example:

A candidate has followed an unconventional career path. Despite a proven track record of results and achievements, their experience is perceived as less relevant compared to candidates with more traditional backgrounds.

Prove-it-again bias occurs when some candidates are required to provide more evidence of their competence than others in order to be perceived as equally qualified.

Example:

Two candidates have similar levels of experience and qualifications. One is quickly considered competent and well-suited for the role, while the other is asked to provide additional examples, case studies, or proof of performance before the same conclusion is reached.