WHICH OF THESE FORMS OF UNCONSCIOUS BIAS DO YOU THINK YOUR HIRING TEAM IS GUILTY OF?

Does the recruiting staff at your company engage in any of these kinds of unconscious bias? There are a few nagging factors that appear to be holding back a great number of businesses from achieving their goal of becoming or remaining leading innovators in their field, despite the fact that it is widely acknowledged that workplace diversity is of utmost importance for organizations that wish to achieve or maintain this goal. Because it is human nature and is often acted on without any thinking or malice, it is absolutely possible for your recruiting staff to be subconsciously prejudiced in favor of and against particular categories of individuals. These biases may be either positive or negative. The existence of such prejudice cannot be ignored, despite the fact that it may manifest itself in a variety of ways, including racial bias, gender bias, personality bias, or even something entirely else. The following is a list of the several types of unconscious bias that you need to be particularly aware of. tendency toward conformity It is sufficient to take a cursory glance at social media in this day and age to see how conformity bias might present itself among groups of individuals that share a great deal of similar thought patterns. There is a kind of prejudice that may occur when a person merely follows the viewpoint of the majority while neglecting their own opinions. This can be a sort of bias. It is possible for this to occur during a panel interview in the process of hiring, when certain people may be afraid of disagreeing with the majority and, as a result, refrain from expressing their own ideas. impact of halo and horns Are you letting a single facet or particular of the prospect or their resume to take precedence over everything else? As a consequence of this, you might consider a candidate who is not suitable for the position to be suitable simply due to the fact that they attended a particularly prestigious university, for example, or you might consider a candidate who is suitable to be unsuitable solely due to the fact that they disliked one of their previous careers. Prejudice based on attractiveness Furthermore, it is not uncommon for one’s employment choices to be influenced by the outward look of a candidate. It is not impossible for this to occur if there is a deeply ingrained idea that the candidate with a more attractive appearance would do better. On the other hand, the reverse may also occur, which is referred to as the “bimbo effect,” which is when someone who is typically beautiful is disregarded in the same manner. Affinity bias and similarity bias are two of the most common types of unconscious bias. Affinity bias occurs when a potential employer favors a particular candidate due to characteristics that the two of them share, such as having attended the same university. Similarity bias occurs when a candidate is similar to another candidate in some way. Similarity bias, on the other hand, occurs when a recruiter recognizes themselves or a portion of themselves in a job prospect, and as a result, they are more receptive to the concept of hiring that individual. As a consequence of unconscious prejudice, even some of the most successful businesses in their respective industries, who take great pleasure in the diversity of their workforce, may not always be able to put together a staff that is really varied. When you are searching for suitable in-house recruiting software that may assist you in “breeding out” such prejudice from your hiring process, it is unquestionably an aspect that you should take into consideration. What are you waiting for? Make a request for a demonstration of our highly sought-after fusion recruiting platform right now at webrecruit. During this process, we will assist you in selecting the internal recruiting software that accurately represents the working procedure as well as the whole range of criteria that your hiring team has.