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To overcome safety bias, emphasize your strengths during the League school because they theoretically pose less risk. An example might be a manger who insists on hiring someone from an Ivy Hiring mistake that they focus on the candidate’s shortcomings, not their

Safety bias occurs when a manager is so afraid of making a Standard is ignored, a candidate may seem to be more or less competent inĬontrast to the others but still be “off the mark.” Safety Bias Objectively comparing everyone to the job description or standard. Interviewees or résumés to each other instead of On the flip side, contrast bias is when a manager compares Tendency to make up a story to fit what you believe to be true about a Subconsciously filter out or ignore evidence to the contrary. That confirms a belief you already have about a candidate, and to

Confirmation Bias and Contrast BiasĬonfirmation bias is the tendency to look for information Organization and position yourself as an insider by being a referredĬandidate,” Turner said. “The best thing that you can do is to get to know the Perhaps a relative? When hiring managers “reserve” opportunities, you really Opportunity Hoardingĭid you ever get the feeling that you were wasting your timeīecause a job opening was earmarked for an internal candidate, a friend or Or being easy to get ahold of, he advised. Make sure to get on camera or make yourself appear closer by responding quickly To overcome this type of bias when conducting a remote interview, Gives greater value to things that are closer,” Rock said. “Our brains detect proximity and categorizeĮverything as either close or far away in terms of time and space and basically Distance Biasĭistance bias is when we think people closer to us areīetter than those far away. To make sure the interviewer remembers you in a good way, Why you would wear something like that and disregard other relevant data whenĮvaluating your qualifications and suitability. Interviewer with attentional bias may become distracted. Is when a hiring manager becomes so focused on one thing-often something visualĪbout the candidate-that they ignore everything else.įor instance, if you wear a loud tie to an interview, an Out of your way to highlight the things you have in common. Homework before an interview, look for clues in the office environment, and go To forge a connection with the hiring manager, do your They ask themselves: Do I want to socialize with When affinity bias comes into play, the hiring manager bases Joining a social club rather than interviewing for a job,” noted Tana Turner,Īn equity, diversity and inclusion consultant and founder of Turner Consulting. “You can spot affinity bias when it feels like you’re We all gravitate toward people like ourselves in terms ofĪppearance, beliefs and background because they make us feel comfortable and

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You make the highly coveted and powerful halo effect work to your advantage by being recommended for the position, developing a strong reputation and personal brand, and making an effective and lasting first impression (and by showing up on time to the interview!). If a candidate arrives five minutes late to the interview, the hiring managerĪutomatically assumes that they are disorganized and can’t meet deadlines. “The horn effect is the opposite,” she said. They lose objectivity and overlook any negative facts or answers that contradict their preconceived ideas or initial impressions, explained Gail Tolstoi-Miller, CEO of Consultnetworx and an unconscious bias, diversity and inclusion strategist. The halo effect is a type of cognitive bias in which the interviewer becomes so focused on one positive trait, skill or achievement that it colors their judgement about the candidate. With that in mind, here are some biases to be aware ofĭuring the hiring process, along with some ways to greatly reduce their effect David Rock,ĬEO and co-founder of the NeuroLeadership Institute. In real time, you can see others’ biases in real time,” said Dr. “The good news is that, while you can’t see your own biases Hiring decisions are one of the top areas within the talent lifecycle Of biases that affect our judgment research by Gartner shows that Despite tech companies’ attempts to evaluate candidates in a fair, consistent and objective manner, research shows that technologists frequently encounter ageism and gender bias during the hiring process.Īnd those biases might just be the tip of the proverbial