All of us like to think we’re unbiased, but we’re wrong. Making snap judgements or relying on gut feeling is simply a part of human nature – a mental shortcut that our brains are hardwired to perform. Most of the time, we’re unaware bias is impacting our decision making, believing the intention to act fairly and ethically is enough. This can be particularly problematic during the hiring process – especially for organisations committed to building diverse teams – who may fail despite their best efforts without understanding why. With this in mind, we’re taking a look at 10 common cognitive biases, and how they can impact decision making during the hiring process.
1. Anchoring
This is a form of cognitive bias that causes us to rely too heavily on the first piece of information we’re given about a topic. From then on, we’re interpreting new information from that reference point, instead of assessing it objectively. This can heavily skew our judgement, and prevent us from making informed decisions. Within the hiring process, this might take place when a decision maker sees that a candidate lives in a particular city, and draws negative conclusions as a result.
2. Bandwagon effect
This type of bias describes our tendency to do or believe something simply because other people do – especially if it’s a group of people whose ideas and values usually align with our own. Within the recruitment process, this can occur when hiring teams share and compare opinions about a candidate as a group. If an urge to find consensus is too strong or some members have stronger opinions than others, this can lead others to agree simply to avoid conflict.
3. Clustering illusion
This is a flaw of the human brain that causes us to find patterns in random data where no such pattern exists. In recruitment, this can come into play if a business has hired individuals from a certain demographic that have performed exceptionally well, as they may erroneously believe (consciously or unconsciously) that this performance is linked to certain characteristics or traits.
4. Ostrich effect
This phenomenon describes the tendency to ignore negative information rather than factor it into a decision. Within a business, this might come into play when a hiring manager knows their process is flawed, but doesn’t know how to fix it, and so chooses to ignore the issue instead.
5. Overconfidence effect
This phenomenon occurs when we systematically overestimate our own knowledge and abilities. Although this type of bias is more common in men than women, it’s something that almost all of us do at one point or another. Within recruitment, we might observe this when a decision maker believes that they’re fantastic at judging a candidate’s suitability for a job based on a short conversation without weighing up all the facts.
6. Availability heuristic
This form of bias is a mental shortcut that causes us to make decisions based on recent experiences or information that’s easily available, even when it may not be relevant or useful. Within the hiring process, this can have a significant impact on how candidates are viewed. For example, if an interviewer has recently had a poor experience with an employee, they may then unfairly judge a candidate who shares similar traits or characteristics.
7. Confirmation bias
This describes our tendency to search for information, or interpret new information, in a manner that conforms with our existing beliefs. For instance, many of us will seek out news sources and stories that are sympathetic to our own viewpoints, to avoid any form of internal conflict. In an interview situation, it’s common for decision makers to make up their minds about a candidate within 15 minutes of meeting them, and to interpret everything that follows from the vantage point of that gut feeling. This is one of the reasons that interviewers are advised to stick to factual questions, to avoid forming opinions on information not related to the role such as common interests.
8. Information bias
This bias is related to our tendency to desire more information, even when such information is not relevant or useful to the decision at hand. This may lead us to equate the most information with the best option. For example, if a candidate proactively provides work samples and several references alongside their application, this may lead an interviewer to view them more favourably rather than relying on other objective measurements.
9. Outcome bias
Although evaluating the outcome of our actions makes sense, a cognitive bias occurs when we place too much weight on the outcome without examining the process by which it was reached. It’s easy to see how this type of bias can arise in the hiring process. Let’s say a hiring manager has recently recruited an outstanding employee based on only a short chat – they might falsely believe that they have a brilliant gut instinct for choosing the right candidate, rather than ensuring their recruitment process is thorough and consistent.
10. Stereotyping
This is a type of bias we’re likely all familiar with. Stereotyping occurs when we hold beliefs about certain social groups or types of individuals based on prior assumptions. These assumptions might be based on popular cultural depictions, or even the opinions of family or friends. Within the hiring process, this can easily cause decision makers to discriminate against candidates with certain characteristics, even if this is done on an unconscious level.
Ultimately, it’s important to bear in mind that no one is free of bias, no matter how determined we may be to remain objective. However, by remaining aware of the various ways in which bias can impact our decision making, we can take steps to mitigate it, and pave the way to building truly diverse and inclusive teams.
At GRG Executive Search, we’re taking the lead for an equal future. We take diversity seriously and consistently review our approach to supporting diverse talent, monitoring trends in diversity, and best recruitment practices. To explore how we can support your executive search requirements, please get in touch with a member of our executive team for a confidential discussion or email info@grgexecsearch.com .