{"id":284122,"date":"2026-02-25T14:40:02","date_gmt":"2026-02-25T13:40:02","guid":{"rendered":"https:\/\/www.compasshrg.com\/diversity-in-recruitment\/bias-definitions\/"},"modified":"2026-06-16T11:44:20","modified_gmt":"2026-06-16T09:44:20","slug":"bias-definitions","status":"publish","type":"page","link":"https:\/\/www.compasshrg.com\/sv\/diversity-in-recruitment\/bias-definitions\/","title":{"rendered":"Bias definitions"},"content":{"rendered":"

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Bias i rekrytering<\/h5>\n

Bias i rekrytering \u2013 p\u00e5verkar beslut, ofta utan att vi \u00e4r medvetna om det<\/h1>\n

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Alla m\u00e4nniskor anv\u00e4nder mentala genv\u00e4gar, och det g\u00e4ller \u00e4ven vid bed\u00f6mning av kandidater i en rekryteringsprocess. I rekrytering kan dessa omedvetna bias p\u00e5verka vem som v\u00e4ljs ut, hur kandidater bed\u00f6ms och vilka profiler som anst\u00e4lls.<\/p>\n

En strukturerad, professionell och transparent rekryteringsprocess minskar risken f\u00f6r bias och s\u00e4kerst\u00e4ller att beslut baseras p\u00e5 kompetens, potential och verksamhetens behov.<\/p>\n<\/div>\n

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F\u00f6rst\u00e5else av omedveten bias<\/h5>\n

Vad \u00e4r bias i rekrytering?<\/h2>\n

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Bias avser omedvetna antaganden och mentala genv\u00e4gar som p\u00e5verkar v\u00e5ra bed\u00f6mningar. Det \u00e4r en naturlig del av m\u00e4nskligt beslutsfattande, s\u00e4rskilt i komplexa situationer som rekrytering, d\u00e4r m\u00e5nga faktorer snabbt m\u00e5ste utv\u00e4rderas.<\/p>\n

I en rekryteringsprocess kan bias p\u00e5verka hur CV:n granskas, vilka kandidater som v\u00e4ljs ut till intervjuer och hur deras kompetenser tolkas. Det kan leda till att kvalificerade kandidater f\u00f6rbises eller att beslut fattas p\u00e5 en mindre objektiv grund.<\/p>\n

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Bias kan inte elimineras helt, men dess p\u00e5verkan kan minskas genom tydliga rollkrav, strukturerade intervjuer och systematisk utv\u00e4rdering. N\u00e4r bed\u00f6mningar baseras p\u00e5 definierade kriterier ist\u00e4llet f\u00f6r intuition st\u00e4rks b\u00e5de kvaliteten och transparensen i rekryteringsprocessen.<\/p>\n

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Affinitetsbias inneb\u00e4r en tendens att f\u00f6redra kandidater som delar liknande bakgrund, erfarenheter, intressen eller personliga egenskaper som en sj\u00e4lv.<\/p>\n

Exempel:<\/strong>
En rekryterande chef uppm\u00e4rksammar att en kandidat har arbetat inom samma bransch och f\u00f6ljt en liknande karri\u00e4rv\u00e4g. Samtalet upplevs som naturligt och l\u00e4ttsamt, vilket leder till att kandidaten bed\u00f6ms mer positivt \u2013 trots att andra kandidater kan ha kompetenser som \u00e4r mer relevanta f\u00f6r rollen.<\/p>\n

” dsm_content_use_icon_image=”on” dsm_content_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2021\/05\/logo-arrow-icon-white.png” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” parentOrderClass=”dsm_advanced_tabs_0″][\/dsm_advanced_tabs_child][dsm_advanced_tabs_child dsm_title=”Ankareffekt (Anchoring bias)” dsm_content_title=”Ankareffekt (Anchoring bias)” dsm_content=”<\/p>\n

Ankareffekten uppst\u00e5r n\u00e4r den f\u00f6rsta informationen om en kandidat f\u00e5r oproportionerligt stor betydelse f\u00f6r den samlade bed\u00f6mningen.<\/p>\n

Exempel:<\/strong>
En CV inleds med en mindre relevant roll tidigt i kandidatens karri\u00e4r. Trots att kandidaten senare har skaffat sig omfattande erfarenhet och tagit st\u00f6rre ansvar, forts\u00e4tter det f\u00f6rsta intrycket att p\u00e5verka bed\u00f6mningen av kandidatens niv\u00e5 och l\u00e4mplighet.<\/p>\n

” dsm_content_use_icon_image=”on” dsm_content_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2021\/05\/logo-arrow-icon-white.png” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” parentOrderClass=”dsm_advanced_tabs_0″][\/dsm_advanced_tabs_child][dsm_advanced_tabs_child dsm_title=”Bekr\u00e4ftelsebias (Confirmation bias)” dsm_content_title=”Bekr\u00e4ftelsebias (Confirmation bias)” dsm_content=”<\/p>\n

Bekr\u00e4ftelsebias inneb\u00e4r en tendens att s\u00f6ka efter, tolka eller fokusera p\u00e5 information som bekr\u00e4ftar v\u00e5r f\u00f6rsta uppfattning, snarare \u00e4n att g\u00f6ra en objektiv bed\u00f6mning av kandidaten.<\/p>\n

Exempel:<\/strong>
Efter ett kort telefonsamtal f\u00e5r en rekryterare intrycket att en kandidat saknar pondus och genomslagskraft. Under intervjun fokuserar rekryteraren d\u00e4rf\u00f6r fr\u00e4mst p\u00e5 svar som bekr\u00e4ftar denna uppfattning och f\u00f6rbiser exempel p\u00e5 starka prestationer och konkreta resultat.<\/p>\n

” dsm_content_use_icon_image=”on” dsm_content_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2021\/05\/logo-arrow-icon-white.png” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” parentOrderClass=”dsm_advanced_tabs_0″][\/dsm_advanced_tabs_child][dsm_advanced_tabs_child dsm_title=”Konformitetsbias (Conformity bias)” dsm_content_title=”Konformitetsbias (Conformity bias)” dsm_content=”<\/p>\n

Konformitetsbias inneb\u00e4r att bed\u00f6mningar p\u00e5verkas av andras \u00e5sikter snarare \u00e4n av den egna professionella bed\u00f6mningen.<\/p>\n

Exempel:<\/strong>
Flera intervjuare uttrycker stark entusiasm f\u00f6r en kandidat. En intervjuare som initialt hade en mer nyanserad bed\u00f6mning v\u00e4ljer att anpassa sig till majoritetens uppfattning ist\u00e4llet f\u00f6r att utmana den r\u00e5dande bilden.<\/p>\n

” dsm_content_use_icon_image=”on” dsm_content_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2021\/05\/logo-arrow-icon-white.png” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” parentOrderClass=”dsm_advanced_tabs_0″][\/dsm_advanced_tabs_child][dsm_advanced_tabs_child dsm_title=”Haloeffekt (Halo effect)” dsm_content_title=”Haloeffekt (Halo effect)” dsm_content=”<\/p>\n

Haloeffekten inneb\u00e4r att en positiv egenskap p\u00e5verkar helhetsbed\u00f6mningen av en kandidat.<\/p>\n

Exempel:<\/strong>
En kandidat har erfarenhet fr\u00e5n ett v\u00e4lk\u00e4nt f\u00f6retag med ett starkt employer brand. Denna erfarenhet skapar ett generellt positivt intryck, vilket i sin tur p\u00e5verkar bed\u00f6mningen av kandidatens \u00f6vriga f\u00e4rdigheter, kompetenser och kvalifikationer.<\/p>\n

” dsm_content_use_icon_image=”on” dsm_content_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2021\/05\/logo-arrow-icon-white.png” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” parentOrderClass=”dsm_advanced_tabs_0″][\/dsm_advanced_tabs_child][dsm_advanced_tabs_child dsm_title=”Horneffekt (Horns effect)” dsm_content_title=”Horneffekt (Horns effect)” dsm_content=”<\/p>\n

Horneffekten \u00e4r motsatsen till haloeffekten och inneb\u00e4r att en enskild negativ egenskap f\u00e5r oproportionerligt stor p\u00e5verkan p\u00e5 den \u00f6vergripande bed\u00f6mningen av en kandidat.<\/p>\n

Exempel:<\/strong>
En kandidat verkar nerv\u00f6s i b\u00f6rjan av intervjun. Trots att kandidaten senare visar stark yrkeskompetens och god insikt forts\u00e4tter det f\u00f6rsta intrycket att p\u00e5verka helhetsbed\u00f6mningen negativt.<\/p>\n

” dsm_content_use_icon_image=”on” dsm_content_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2021\/05\/logo-arrow-icon-white.png” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” parentOrderClass=”dsm_advanced_tabs_0″][\/dsm_advanced_tabs_child][dsm_advanced_tabs_child dsm_title=”Perceptionsbias (Perception bias)” dsm_content_title=”Perceptionsbias (Perception bias)” dsm_content=”<\/p>\n

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Perceptionsbias inneb\u00e4r att antaganden om en persons bakgrund, profil eller egenskaper p\u00e5verkar bed\u00f6mningen av deras f\u00f6rm\u00e5ga och potential.<\/p>\n

Exempel:<\/strong><\/p>\n

En kandidat har f\u00f6ljt en mindre traditionell karri\u00e4rv\u00e4g. Trots dokumenterade resultat och prestationer uppfattas erfarenheten som mindre relevant j\u00e4mf\u00f6rt med kandidater med mer traditionella bakgrunder.<\/p>\n<\/div>\n

\u00a0<\/p>\n

\u00a0<\/p>\n

” dsm_content_use_icon_image=”on” dsm_content_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2021\/05\/logo-arrow-icon-white.png” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” parentOrderClass=”dsm_advanced_tabs_0″][\/dsm_advanced_tabs_child][dsm_advanced_tabs_child dsm_title=”\u201dBevisa-det-igen\u201d-bias (Prove-it-again bias)” dsm_content_title=”\u201dBevisa-det-igen\u201d-bias (Prove-it-again bias)” dsm_content=”<\/p>\n

\u201dBevisa-det-igen\u201d-bias inneb\u00e4r att vissa kandidater beh\u00f6ver l\u00e4gga fram mer bevis p\u00e5 sin kompetens \u00e4n andra f\u00f6r att uppfattas som lika kvalificerade.<\/p>\n

Exempel:<\/strong>
Tv\u00e5 kandidater har liknande erfarenhet och kvalifikationer. Den ena bed\u00f6ms snabbt som kompetent och v\u00e4l l\u00e4mpad f\u00f6r rollen, medan den andra ombeds att ge ytterligare exempel, case eller bevis p\u00e5 sina prestationer innan samma slutsats dras.<\/p>\n

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REKRYTERING UTAN MAGK\u00c4NSLA<\/h5>\n

Bygg en starkare grund f\u00f6r din n\u00e4sta rekrytering<\/h2>\n

Att minska bias handlar inte om att ta bort det m\u00e4nskliga omd\u00f6met, utan om att st\u00f6dja det med tydliga metoder, insikter och dokumentation.<\/p>\n

Med en professionell search- och utv\u00e4rderingsprocess f\u00e5r du tillg\u00e5ng till en bredare kandidatbas och en mer objektiv grund f\u00f6r beslutsfattande.<\/p>\n

Vi hj\u00e4lper organisationer att identifiera och attrahera specialister och ledare genom en transparent process d\u00e4r kvalitet, struktur och l\u00e5ngsiktig matchning st\u00e5r i fokus.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”b403e8df-eb65-43cf-83e7-2f803c26a8bd” custom_css_free_form=”selector .et_pb_column {|| display: flex;|| justify-content: center;||||}||||||||@media (max-width: 1024px) {|| selector .et_pb_column {|| flex-direction: column;|||| }||||}” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_button button_url=”https:\/\/www.compasshrg.com\/about-compass\/contact\/” button_text=”Diskutera era rekryteringsbehov” button_alignment=”center” _builder_version=”4.27.6″ _module_preset=”0b42114b-4eae-44d0-b289-9382e7907bd4″ custom_margin=”0px|0px|0px|0px|false|false” custom_margin_tablet=”||10px||false|false” custom_margin_phone=”||10px||false|false” custom_margin_last_edited=”on|phone” button_text_size_tablet=”” button_text_size_phone=”13px” button_text_size_last_edited=”on|phone” global_colors_info=”{}”][\/et_pb_button][et_pb_button button_url=”https:\/\/www.compasshrg.com\/about-compass\/our-experts\/” button_text=”M\u00f6t v\u00e5rt team” button_alignment=”center” _builder_version=”4.27.6″ _module_preset=”0b42114b-4eae-44d0-b289-9382e7907bd4″ custom_margin=”||||false|false” custom_margin_tablet=”30px||0px||false|false” custom_margin_phone=”30px||0px||false|false” custom_margin_last_edited=”on|tablet” custom_padding_tablet=”” custom_padding_phone=”” custom_padding_last_edited=”on|desktop” global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.23.1″ _module_preset=”default” background_color=”#E8F7FC” background_enable_color=”on” saved_tabs=”all” locked=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ make_equal=”on” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.23.1″ _module_preset=”935c9086-05c2-452f-b8aa-49453f3a6923″ global_colors_info=”{}”][et_pb_image src=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2026\/03\/AV6I9460.jpg” title_text=”AV6I9460″ force_fullwidth=”on” _builder_version=”4.27.6″ _module_preset=”default” custom_margin=”0px|0px|0px|0px|true|true” custom_padding=”0px|0px|0px|0px|true|true” global_colors_info=”{}”][\/et_pb_image][et_pb_text _builder_version=”4.27.6″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ text_font=”|300|||||||” header_3_font=”|800||on|||||” header_3_text_color=”#1EAEE2″ header_3_font_size=”18px” custom_margin=”||1rem||false|false” custom_padding=”2rem|2rem|0px|2rem|false|true” link_option_url=”https:\/\/www.compasshrg.com\/blog\/unconscious-bias-in-recruitment-what-it-is-and-how-to-reduce-it\/” global_colors_info=”{}”]<\/p>\n

OMEDVETEN BIAS I REKRYTERING OCH HUR DEN KAN MINSKAS<\/h3>\n

All bias \u00e4r en naturlig del av m\u00e4nniskans psykologi, och b\u00e5de kandidater och rekryterande chefer har bias.<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”4.27.6″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ text_font=”|800|||||||” header_3_font=”|800||on|||||” header_3_text_color=”#1EAEE2″ header_3_font_size=”18px” custom_padding=”0px|2rem|2rem|2rem|false|true” link_option_url=”https:\/\/www.compasshrg.com\/blog\/unconscious-bias-in-recruitment-what-it-is-and-how-to-reduce-it\/” global_colors_info=”{}”]<\/p>\n

L\u00e4s mer \u2192<\/p>\n

[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.23.1″ _module_preset=”935c9086-05c2-452f-b8aa-49453f3a6923″ global_colors_info=”{}”][et_pb_image src=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2026\/03\/AV6I5734.jpg” alt=”Expertise in Interim Management” title_text=”AV6I5734″ force_fullwidth=”on” _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”0px|0px|0px|0px|true|true” custom_padding=”0px|0px|0px|0px|true|true” global_colors_info=”{}”][\/et_pb_image][et_pb_text _builder_version=”4.27.6″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ text_font=”|300|||||||” header_3_font=”|800||on|||||” header_3_text_color=”#1EAEE2″ header_3_font_size=”18px” custom_margin=”||1rem||false|false” custom_padding=”2rem|2rem|0px|2rem|false|true” link_option_url=”https:\/\/www.compasshrg.com\/blog\/gender-balance-on-boards-what-does-the-law-mean\/” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

Krav p\u00e5 k\u00f6nsbalans i styrelser: s\u00e5 p\u00e5verkar lagstiftningen b\u00f6rsnoterade bolag<\/h3>\n

Den nya lagstiftningen om k\u00f6nsbalans inf\u00f6r sk\u00e4rpta krav f\u00f6r danska b\u00f6rsnoterade bolag.<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”4.27.6″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ text_font=”|800|||||||” header_3_font=”|800||on|||||” header_3_text_color=”#1EAEE2″ header_3_font_size=”18px” custom_padding=”0px|2rem|2rem|2rem|false|true” link_option_url=”https:\/\/www.compasshrg.com\/blog\/gender-balance-on-boards-what-does-the-law-mean\/” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

L\u00e4s mer \u2192<\/p>\n

[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.23.1″ _module_preset=”935c9086-05c2-452f-b8aa-49453f3a6923″ global_colors_info=”{}”][et_pb_image src=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2026\/03\/AV6I9755.jpg” title_text=”AV6I9755″ force_fullwidth=”on” _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”0px|0px|0px|0px|true|true” custom_padding=”0px|0px|0px|0px|true|true” global_colors_info=”{}”][\/et_pb_image][et_pb_text _builder_version=”4.27.6″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ text_font=”|300|||||||” header_3_font=”|800||on|||||” header_3_text_color=”#1EAEE2″ header_3_font_size=”18px” custom_margin=”||1rem||false|false” custom_padding=”2rem|2rem|0px|2rem|false|true” link_option_url=”https:\/\/www.compasshrg.com\/blog\/diversity-leadership-performance-what-does-research-show\/” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

M\u00e5ngfald och prestation: vad visar forskningen?<\/h3>\n

Kopplingen mellan m\u00e5ngfald och f\u00f6retagsresultat har under de senaste \u00e5ren blivit en central fr\u00e5ga p\u00e5 agendan i b\u00e5de styrelser och ledningsgrupper.<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”4.27.6″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ text_font=”|800|||||||” header_3_font=”|800||on|||||” header_3_text_color=”#1EAEE2″ header_3_font_size=”18px” custom_padding=”0px|2rem|2rem|2rem|false|true” link_option_url=”https:\/\/www.compasshrg.com\/blog\/diversity-leadership-performance-what-does-research-show\/” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

L\u00e4s mer \u2192<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact section – UK” module_id=”kontaktosform” _builder_version=”4.27.4″ _module_preset=”default” saved_tabs=”all” locked=”off” global_colors_info=”{}”][et_pb_row column_structure=”3_5,2_5″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”3_5″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.6″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

Kontakta oss<\/h2>\n

Om du har n\u00e5gra fr\u00e5gor eller beh\u00f6ver hj\u00e4lp med en specifik uppgift \u00e4r du v\u00e4lkommen att kontakta oss. Fyll i formul\u00e4ret s\u00e5 \u00e5terkommer vi till dig inom 24 timmar.<\/p>\n

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