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Continuing on from last week's 1-5 of Unconscious Biases:
6. Overconfidence bias
Plays out when the recruiter is soooo confident in their own abilities to either pick a good candidate, or to eliminate the supposed bad ones, that they allow confirmation bias to creep in.
7. Similarity attraction bias
Sometimes, the similarity attraction bias plays out and replicas of people are hired – because of likeness / similarity – but they incompetent!
8. Illusory correlation
The illusory correlation is when a person believes a relationship exists between two variables when there is, in fact, no relationship there.
9. Affinity bias
Overweighted emphasis is placed on something intangible and/or irrelevant to the hiring decision.
10. Beauty bias
Beware of hiring someone simply because they have a similar appearance to others in your clinic and/or the departing employee you’re looking to replace.
11. Conformity bias
Conformity bias is a group thinking bias.
12. Intuition
You owe it to every applicant, your colleagues, your clinic and yourself, to always check all the facts.
13. Contrast effect / judgement bias
When you’ve got a stack of CVs to go through, rather than allowing each resume to stand out on its own merit, it’s easy to fall into the trap of comparing the latest resume – or the one you’re currently reading - to the one you’ve just read.
#14 – bandwagon effect
This is when one person’s opinion dominates, and no one challenges their opinion.
#15 – stereotyping
This is like affect heuristics because it’s when a decision is made on a superficial, non-relevant factor.
For example, the applicant might be judged wanting because of their accent, body art or piercings, gender or name.
#16 – proximity bias
This is when an applicant is judged positively or negatively in relation to how far or near, they live from a clinic.
7 ways to counter unconscious bias
1. Do be aware of unconscious hiring biases that you and your team might have and look out for them.
2. Do ensure your hiring managers have received suitable interview training that covers common hiring biases – we’re happy to facilitate this for you, if you’d like.
3. Do make hiring decisions based on evidence rather than
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