Our relationships with others are always influenced by subjectivity, the so-called cognitive biases. Catch our upcoming ‘Consultants Corner’ with Tabitha Wonga on Cognitive Biases.
However, although these mechanisms occur naturally in all our decisions, it is possible and advisable to recognise the patterns. We should manage them to avoid allowing our unconscious thought processes, which are by definition irrational at times, to guide our choices. This is particularly important when it comes to recruitment.
The main cognitive biases that impact on recruitment decisions are:
Our history, culture, affinities, or even more simply our short-term memory, inevitably influences the way we perceive the world. They also affect the way we apprehend our interlocutors. Psychological sciences have categorised many types of cognitive bias.
Among the most common are:
- Mental set anchoring bias: This consists of not being able to detach oneself from the first impression given by a candidate. Example: “The candidate arrived a few minutes late, so I might question their motivation for the role.”
- Association bias: This is an excessive generalisation based on a single characteristic of a candidate. Example: “Their CV is thorough and very well presented, they must be a very structured person!”
- Affiliation/Belonging bias: Does a candidate share certain common traits with you? This naturally leads you to think that you are similar. “They attended the same school as me, so I naturally feel we will get along.”
- Framing bias: this is when you unintentionally let the candidate know what answers you expect from him/her. Example: “So, you have great organisational and time management skills?”
- False consensus effect bias:One candidate has a certain gift that impresses you, even if it does not directly relate to the position. For example: “She’s a conservatory graduate pianist, she’s definitely talented.How can we regulate the cognitive biases that affect our recruitment decisions?
Tests such as job simulations, personality assessments, or emotional intelligence evaluations help reveal candidates’ strengths and overcome personal biases.
How can we regulate the cognitive biases that alter our recruitment decisions?
Would relying solely on artificial intelligence be enough to eliminate the cognitive biases of recruiters?
No! Because technology also suffers from biases. In this case, there are algorithmic biases: those induced by the cognitive biases of its own programmers, whose models the algorithm simply reproduces. There are also those generated by the data it uses to develop.
However, predictive recruitment software solutions can help. They may not make recruitment completely objective, but at least they shed more light on it by allowing recruiters to qualify their judgement and evaluation.
The use of tests, such as job simulations, personality tests or emotional intelligence tests are also relevant means to better understand the different facets of candidates. These help to go beyond one’s own representations.
The aim is to bring contradiction and distance to the way they are viewed. This is also possible by organising recruitment interviews with several people or by using combined assessment centre methods!
Sourcing and pre-selection of your candidates:
At Morgan Latif, we take care of everything! The rigorous evaluation of your potential recruits is based on various tools such as candidate screening and qualification by various consultants. We also use emotional intelligence tests, role-playing exercises, and aptitude tests.
We also build genuine, long-lasting relationships with our candidates. We take the time to understand what drives and motivates each individual so we can connect them with organisations that deliver on their personal goals, professional development, and cultural fit. We value our candidates’ trust in us to support them on their career journeys, and it’s essential that we deliver on their critical requirements.
We offer advice and guidance throughout the executive hiring process. This ensures that our candidates are not only demonstrating their expertise and valuable knowledge. It also encourages honest and challenging conversations with our clients to establish clear expectations.
In addition to this, we provide effective solutions to ensure that you find your future talent! To find out more have a look at the solutions we provide on our website: http://tzx.gwq.mybluehost.me/.website_e035d92c/solutions
Here is also a link for a case study in combating bias from McKinsey & Company featuring Bernhard Günther dating back to 17th of May 2017.
To discuss this topic with Tabitha please contact her here.
