Sometimes we can’t recognise top talent. This may not be out of ignorance about what top talent is, but rather because of the lenses through which we view people. As drivers of our talent acquisition processes, we need to remember that we bring ourselves into the equation as human beings. In this way, we can influence the selection process both positively and negatively. One of the ways to increase our accuracy in hiring top talent for our roles is to become more self-aware of the different biases that influence how we see people, so that we can manage them appropriately.
Watch the following ASAP Science video to understand how ‘priming’ can create inconsistency and bias, shaping the way you view people and make hiring decisions.
Time to reflect
How do you think priming and bias can influence your hiring decisions?
Test yourself
Consider the following scenarios to see if you can identify any areas of bias that may influence/ have influenced your hiring decisions?
1. Have you ever believed a strong gut feel you got from meeting someone, shaking their hand, observing their energy or body language when you first saw them?
2. Have you ever wanted to employ someone who reminded you of yourself? Or wanted to source someone who was ‘just like’ the person who resigned?
3. Have you ever predicted someone’s behaviour based on their age/ race/ social class/ life situation/ etc.?
4. Was there ever a time when you were involved in a long interview process and had a strong feeling that either the first or the last person you interviewed was the ‘right’ one?
Biases sway our judgement to assess candidates positively or negatively based on our personal feel, rather than based on evidence of how a potential employee reflects the company and job requirements.
Time to reflect
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