Understanding Unconscious Bias and how to avoid it in Interviews and Recruitment
Hiring the right people is one of the most critical responsibilities of any business and one of the biggest challenges we face in recruiting is something we all have but rarely notice; unconscious bias. These hidden preferences can sneak into the hiring process and impact how we assess candidates, often without us even realising it. In this article we will talk about the different types of unconscious bias and what we can do to minimise it.
What is Unconscious Bias?
Unconscious bias refers to the stereotypical views we hold about others without conscious awareness. These biases stem from our background, culture, personal experiences, and the media we consume. And while they can sometimes help us make fast decisions, they can also lead to unfair treatment and missed opportunities, especially in the hiring process.
In recruitment, these biases can cause us to favour or reject candidates based on factors that have nothing to do with their qualifications or potential for the role. And the tricky part? We often don’t even realise it’s happening.
Common Types of Unconscious Bias in Hiring
Let’s break down some of the most common types of unconscious bias that can impact recruitment and interviews:
Affinity Bias: or "like me" bias, happens when we favour candidates who remind us of ourselves or someone we know and like. Maybe the candidate went to the same school, grew up in a similar area, or shares a hobby you love. While it’s natural to feel a connection with people who have similar backgrounds or interests, this bias can cause you to overlook qualified candidates who don't "feel" like a fit based on superficial similarities.
Confirmation Bias: This is when we look for evidence to confirm our initial impressions and ignore any information that contradicts it. For example, if a candidate seemed a bit nervous in the beginning, we might unconsciously focus on any other signs that reinforce the impression of them being "unsure" or "not confident enough" and overlook their skills and qualifications.
Halo Effect: The halo effect happens when we place too much emphasis on one positive attribute and let it cloud our entire view of a candidate. For instance, if someone has an impressive academic background, we might automatically assume they’re a top performer in every area, even if their skills don’t quite match up with the job requirements.
Horns Effect: This is the opposite of the halo effect. One minor flaw, like a typo on a resume or a slight slip-up in an answer, can cause us to form a negative impression and overlook the candidate’s strengths.
Gender Bias: Gender bias refers to assumptions we might make based on someone’s gender, such as thinking certain roles are better suited for men or women. Even though most of us are aware of the unfairness of these assumptions, they still creep into hiring decisions in subtle ways.
Age Bias: Age bias can affect both younger and older candidates. People might assume younger candidates lack experience or that older candidates are not as "up-to-date" with technology, which can cause excellent candidates to be overlooked.
Attribution Bias: This occurs when we believe a candidate’s successes are due to external factors (like "luck") and their failures are due to internal factors (like "lack of skill"), or vice versa. These judgments can heavily influence hiring decisions in ways that don’t reflect a candidate’s true abilities or potential.
How to Reduce Unconscious Bias in Hiring
Awareness is Key Reducing unconscious bias is an ongoing process, but there are effective steps we can take to create a fairer, more inclusive hiring process. Here are some tips to help you get started:
Recognising that everyone has biases is the first step, and being aware of them can help hiring managers make a conscious effort to counteract them.
Standardise the Interview Process: Having a structured interview process using a consistent set of questions for every candidate helps minimise bias by focusing attention on each candidate’s qualifications rather than subjective impressions.
Use Diverse Hiring Panels: Involving a diverse panel in the interview process can provide a variety of perspectives and reduce the impact of any one person’s biases. Plus, diverse panels are more likely to identify different strengths in each candidate.
Blind Resume Reviews: Some companies are now adopting blind CV screening, removing information like names, gender, and education that could lead to bias. This allows hiring managers to focus solely on a candidate's skills and experience.
Focus on Job-Related Criteria: Before starting the recruitment process, create a clear list of job-related criteria and use it to guide decision-making. When you know exactly what skills and qualities the role requires, it’s easier to focus on those attributes rather than irrelevant factors.
Pause and Reflect: Encourage interviewers to take a step back after meeting each candidate to reflect on why they’re making certain judgments. Ask questions like, “Am I basing this decision on facts, or am I going with my gut?” or “Would I make the same decision if I knew this candidate’s background was different?”
Use Technology Carefully: Many companies use AI-powered tools to help screen resumes and find top candidates. While AI can help remove some biases, it can also reinforce existing ones if it’s trained on biased data. Be cautious and review how these tools are built and tested to ensure they’re as unbiased as possible.
Moving Forward Together
Unconscious bias in recruitment can be a tricky problem to solve because it’s not something we’re always aware of. But as we become more mindful and proactive, we can make hiring decisions that are fairer and more inclusive. When we focus on candidates’ true qualifications, skills, and potential, we don’t just end up with better hires; we also build stronger, more diverse, and more innovative teams.
Creating a fair hiring process isn’t about removing all judgment or emotion but rather about becoming aware of our own blind spots and making choices with intention. By acknowledging the biases, we all have and committing to the steps above, we can contribute to a workplace where every candidate has a fair shot at success. And in the end, everyone wins—candidates, hiring managers, and organisations alike!
One to One Personnel has developed a toolkit specially designed to help improve the recruitment process from the initial role planning stage to the all-important decision-making. If your internal recruitment process is not working as well as it should, feel free to get in touch for some pragmatic and honest advice.
