{"id":417803,"date":"2019-04-09T14:42:17","date_gmt":"2019-04-09T04:42:17","guid":{"rendered":"https:\/\/jobadder.com\/blog\/9-types-of-bias-that-can-influence-your-candidate-selection\/"},"modified":"2025-05-26T15:09:04","modified_gmt":"2025-05-26T05:09:04","slug":"9-types-of-bias-that-can-influence-your-candidate-selection","status":"publish","type":"post","link":"https:\/\/jobadder.com\/gb\/blog\/9-types-of-bias-that-can-influence-your-candidate-selection\/","title":{"rendered":"9 types of bias that can influence your candidate selection"},"content":{"rendered":"\n

An unfortunate reality in modern recruitment is that hiring processes are often shaped by unconscious bias. Studies have shown that factors like age, gender, race and disability can unintentionally influence decision-making<\/a> \u2014 often without recruiters realising it.<\/p>\n\n\n\n

When searching for candidates, you usually don’t start out intending to be biased. But unconscious preferences are part of how our brains work, and unless they\u2019re actively addressed, they can seep into key moments \u2014 like screening CVs, shortlisting, or conducting interviews.<\/p>\n\n\n\n

That\u2019s why awareness is only the first step. To create a fairer process, recruiters need the right systems in place. Recruitment software<\/a> helps standardise each stage of hiring, while a recruitment CRM<\/a> supports long-term candidate engagement based on merit, not assumptions. Together, they help reduce the risk of bias slipping through the cracks and make it easier to track progress against your DE&I goals.<\/p>\n\n\n\n

Bias won\u2019t vanish overnight \u2014 but with greater awareness and better tools, you can create a more inclusive, equitable hiring process at every stage.<\/p>\n\n\n\n

FREE DOWNLOAD: Incorporating diversity, equity and inclusion into your hiring practices<\/a><\/strong><\/p>\n\n\n\n

How does unconscious bias occur?<\/b><\/p>\n\n\n\n

Dolly Chugh<\/span><\/a> is an award-winning psychologist and Professor at New York University. She specialises in the psychology of human bias. Speaking on the <\/span>10% Happier podcast<\/span><\/a>, she offered a very helpful example which frames unconscious bias in a way that\u2019s easy to understand: <\/span><\/p>\n\n\n\n

\u201cI\u2019m primarily interested in how the mind works, and how that shows up in a wide number of different biases – everything from race and gender to sexual orientation and disabilities. Bias is relevant is any area where we have an internalised association.<\/span><\/i><\/p>\n\n\n\n

For example, when I say \u2018Twinkle, twinkle\u2019 your mind probably automatically jumps to \u2018…little star\u2019. Somehow, \u201cTwinkle, twinkle, little star\u201d became an association in your mind. And there are many other associations we\u2019ve all internalised. <\/span><\/i><\/p>\n\n\n\n

We may associate certain groups of people with certain attributes. But we probably don\u2019t remember when that became part of how we think. This is because it\u2019s all part of the flow of our unconscious mind. <\/span><\/i><\/p>\n\n\n\n

The unconscious mind represents the vast majority of our brain\u2019s work. Unconscious mental processing is absolutely essential for us to function as human beings, but sometimes it can lead us away from being the person we\u2019d like to be in certain situations. There\u2019s no shame in that because it\u2019s something that affects us all.\u201d <\/span><\/i><\/p>\n\n\n\n

Reining in your biases as a recruiter can be tough. First impressions and gut feelings count for so much during interviews. But left completely unchecked, unconscious bias can result in unfair judgements, overlooked talent and discrimination. <\/span><\/p>\n\n\n\n

Types of unconscious bias <\/b><\/h2>\n\n\n\n

Below are nine <\/span>unconscious biases<\/span><\/a> that commonly impact recruitment. By understanding each type, you\u2019ll build your own level of self-awareness. You\u2019ll be better able to make fairer, more informed decisions when it comes to hiring the best candidate for the job.  <\/span><\/p>\n\n\n\n

Gender bias<\/b><\/h3>\n\n\n\n

Gender bias is relatively easy to understand. It typically stems from our beliefs about gender roles and stereotypes, which are often culturally reinforced. For example, nursing tends to be seen as a female profession while construction is typically viewed as male. <\/span><\/p>\n\n\n\n

When interviewing, you may unconsciously lean towards a candidate who matches the gender you associate with the role. You may also have a preference for candidates of the same gender. We often find it easier to relate to people of the same gender due to shared interests and life experiences.  <\/span><\/p>\n\n\n\n

Affinity bias<\/b><\/h3>\n\n\n\n

Affinity bias is unfortunately very common in recruitment, often resulting in unconscious racism and ageism. We often feel a natural affinity towards candidates we feel we have something in common with. For example, recruiters and hiring managers are often far more likely to hire an applicant who comes from the same town as them or share similar hobbies. <\/span><\/p>\n\n\n\n

The affinity biases cause too much emphasis to be placed on things that aren\u2019t tangible or relevant to the hiring decision. When screening a candidate\u2019s suitability for a job, why does it matter which school they went to or who their favourite football team is? <\/span><\/p>\n\n\n\n

It\u2019s also worth noting that sometimes hiring for \u201cculture fit\u201d can be a code word for affinity bias. When this happens it has a negative effect on both employees and the organisation. Reducing diversity within a company means fewer different approaches to work which hinders the organisation’s ability to solve new problems. <\/span><\/p>\n\n\n\n

Fundamental attribution bias<\/b><\/h3>\n\n\n\n

This bias is particularly relevant to recruitment as it comes into play when we assess other people. When we do something well, we tend to think it\u2019s because of our own skill and personality. When we do something badly, we tend to blame the circumstances around us e.g. other people or the working environment.<\/span><\/p>\n\n\n\n

When it comes to assessing the achievements of other people, the reverse is true. If they do something well, they\u2019re just lucky. If they do something badly, we automatically assume it\u2019s due to their personality or bad behaviour. <\/span><\/p>\n\n\n\n

Beauty bias <\/b><\/h3>\n\n\n\n

Even though it\u2019s inherently unfair, we can\u2019t help ourselves from noticing the appearance of other people and instantly associating it with their personality. Although it makes no sense, we tend to think that more physically attractive people will be more successful. <\/span><\/p>\n\n\n\n

You may find that you unconsciously dislike certain features in a person. Maybe you think they\u2019re too short, have poor posture or don\u2019t have a \u201cfriendly\u201d face. Likewise, you may favour candidates who present themselves in a very polished way. But you can\u2019t assume that a person who dresses sharply and tidies their hair is organised in all other areas of their lives. <\/span><\/p>\n\n\n\n

Confirmation bias <\/b><\/h3>\n\n\n\n

Confirmation bias often serves to strengthen our other biases. When we make a quick judgement about someone, we subconsciously begin searching for evidence to back up our opinion. <\/span><\/p>\n\n\n\n

This is because we generally don\u2019t accept the fact that our judgements are often wrong. Rather than remaining open to new evidence which contradicts our opinion, we tend to skip over and ignore it. <\/span><\/p>\n\n\n\n

Halo effect<\/b><\/h3>\n\n\n\n

The halo effect arises when we selectively focus our attention on one great aspect of a person. The \u201chalo\u201d of that particular attribute then positively influences everything else we think about them.  We put them on a pedestal because of one thing alone. <\/span><\/p>\n\n\n\n

Many recruiters have fallen victim to the halo effect. They hire someone exceptionally skilled in one area, but once the halo glow wears off, they find out they\u2019re not actually a great fit for the role. For example, they may struggle to communicate and get along with others on their team. <\/span><\/p>\n\n\n\n

Horns effect<\/b><\/h3>\n\n\n\n

The horns effect is the opposite of the halo effect. We immediately see one bad thing about a  person and that clouds our judgement of them. The \u201cbad\u201d thing is all we can focus on. Sometimes this can be as arbitrary as being annoyed by someone speaking too slowly or disliking hand gestures they make. Recruiters need to always take a bigger picture view of candidates. One mistake or personality quirk does not represent them as a whole.  <\/span><\/p>\n\n\n\n

Contrast effect<\/b><\/h3>\n\n\n\n

This occurs when we take two or more similar things and compare them with one another, rather than judging each on their own merits. This is particularly relevant when it comes to CV selection. The contrast effect can cause you to set unrealistically high standards. You look at CV after CV, frustrated that none of them live up to the standard of the \u201cperfect\u201d CV. The role of a recruiter is to find people who can adapt to a given role. Not to find those with flawless CVs.  <\/span><\/p>\n\n\n\n

Conformity bias<\/b><\/h3>\n\n\n\n

From an evolutionary perspective, fitting in and being part of a community were essential for survival. Those who were shunned from their tribe did not survive very long. Fast forward to today and that need for acceptance gives rise to conformity bias. <\/span><\/p>\n\n\n\n

Conformity bias commonly affects interview panels. When a majority of interviewers feel a certain way about a candidate, you may feel pressured to agree with them even if your real opinion was different. But it\u2019s important to speak up and voice your true opinions on candidates.  You might have spotted something the others didn\u2019t. <\/span><\/p>\n\n\n\n

As talent shortages continue to plague a wide range of sectors, hiring top talent is becoming increasingly important for success. And if you aren\u2019t careful, bias could be causing you to overlook some of the best talent on the market. <\/span><\/p>\n\n\n\n

Overcoming unconscious bias always starts with accepting the fact that it affects us all. Taking time with decisions, avoiding snap judgements and trying to see each candidate as a unique individual are all big steps in the right direction. By minimising the influence of bias in your recruitment process, your organisation will gain all the benefits that come from having a truly diverse and inclusive workplace.<\/span><\/p>\n\n\n\n

Diversity, equity and inclusion are fundamental pillars of a modern workplace and recruitment industry. It’s essential that recruiters and hiring managers progress in line with this evolution and look towards the future of work.<\/p>\n\n\n\n

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Want to improve diversity in your recruitment? Access our free eBook with Diversely now.<\/h3>\n\n\n\n
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Download now<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n
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