FOUR PREJUDICES THAT MIGHT BE PUTTING YOUR ATTEMPTS TO HIRE PEOPLE IN JEOPARDY

Unfortunately for a great number of recruiters, even the most effective direct sourcing technique may be undermined by personal prejudices, which can result in the support of individuals who are not suited for the position. When confronted with circumstances that call for more objective analysis, the majority of people do not want to think of themselves as being biased in any manner. However, it is unfortunate that it is often human nature that people’s perceptions and ideas do not always serve them well. It is possible for personal prejudices to undermine even the most effective direct sourcing method, which may result in the support of individuals who are not appropriate for the position. There are four types of prejudice that are common in scenarios involving recruitment, and we would want to make sure that you are aware of them when you are doing recruitment in the future. 1. any assumptions or extrapolations that are not fair This phenomenon, which is frequently referred to as the “halo/horn” bias, is characterized by the fact that candidates might be deemed to be successful or unsuccessful based only on a “vibe” rather than any substantial proof. An applicant who is physically appealing and nicely dressed, for instance, may be considered to be a good candidate based on those attributes. On the other hand, it may be thought that an applicant who has a habit that is off-putting is not a strong prospect. (2) the bias of confirmation Regarding this specific bias, it refers to the fact that we have an unconscious preference for any evidence that would seem to confirm that our preconceptions are correct. Take, for instance, the possibility that you have previously entertained the idea that the ideal candidate for your next position would be someone who has previous experience working in a certain industry or who attended a particular particular institution. Therefore, when someone submits a resume that seems to support this view, you may find yourself gravitating toward them, even if there are a large number of other applicants who are maybe better fit for the position, even if they do not necessarily possess these characteristics. 3. prejudices in relation to the personnel you currently have Is it possible that you have entertained the notion that “anyone might be better” than your most recent hire? Alternatively, you could be in the process of hiring a replacement for a cherished former colleague, only to come to the conclusion that “nobody could replace them.” When it comes to the former scenario, it is highly likely that you will not be sufficiently critical in your evaluation of the suitability of any new candidate. On the other hand, when it comes to the latter scenario, it is almost certain that you will be completely overly critical to hire anyone at all. 4. prejudices based on the most current trends of hiring The majority of the time, this bias is the result of thinking that the most recent few apprentices you hired were exceptional, “so you might as well just recruit some more,” or that the most recent two people you hired from a specific college did not work out, “so there’s no point concentrating on any more applicants from that institution.” It is essential to have a solid grasp of your recruiting habits in order to guarantee that you are able to gain knowledge from prior recruitment strategies and make more informed choices in the future. In order to make your recruiting teams a little bit more conscious of those prejudices that might easily seep in, it is important to bring all of these biases to your attention. In addition, it is highly recommended that you take measures to reduce the impact of such prejudices, the most apparent of which is to include a number of individuals in the recruiting agency in Ireland.