Unfortunately, no one can be fully objective and unbiased when being in a situation in which you’re asked to evaluate someone. Being biased is part of human nature and often happens subconsciously. Our frame of reference allows us to (un)consciously make up to ten thousand decisions a day, but also leads to a lot of biases when judging a human being.
Examples of common biases that can arise in the hiring process:
Confirmation Bias: Tendency to favor information that confirms existing beliefs or expectations.
Halo Effect: Forming an overall positive impression of a person based on one positive trait.
Horns Effect: Forming an overall negative impression of a person based on one negative trait.
Stereotyping: Making assumptions about individuals based on characteristics such as race, gender, or age.
Recency Bias: Giving more weight to recent events or experiences when making judgments.
For more examples of potential biases, check out our bias glossary on our website: https://www.equalture.com/bias-overview/
These biases can lead to making wrong decisions in the hiring process. This can be prevented by making use of a game-based assessments, so that your first impression is a candidate is based on information that has been collected in an objective and scientifically-backed way. An interview can then be used to assess a candidate on self-reflection based on their scores and internal motivation for the job.