Unconscious Bias Glossary.

An overview of the most prominent biases that impact your hiring process, sorted by phase/focus area of the recruitment process (pre-screening, screening & post-screening).

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Negation bias
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Accent Bias example: They have a strong accent; they might not be a good fit for the team
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A quote which is an example of primacy bias.
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A quote which is an example of recency bias.
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What is stereotyping bias? Stereotyping Bias makes you create an over-generalized belief about a particular group of people.
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a quote on Social Desirability Bias which refers to our tendency to respond in ways that we feel are more appropriate or socially acceptable to others, even if the responses are therefore untruthful.
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Self-Report Bias refers to the incapability of human beings to accurately evaluate themselves.
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The overconfidence Effect is the tendency to be more confident in your own abilities, such as driving, teaching, or recruiting, than is objectively reasonable.
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Outcome Bias is an error made in evaluating the quality of a decision when the outcome of that decision is already known.
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The out-group homogeneity bias is the perception that out-group members are more similar to one another than your in-group members, e.g. “they are alike; we are diverse”.
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The Ostrich Effect refers to the tendency to figuratively put your head in the sand and avoid information about a project, situation, or work practice you believe may be unpleasant or negative.
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The Mere Exposure Effect is the tendency to develop a preference for things, methods or people that are more familiar to you.
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Intuition Bias is the tendency to overemphasise your intuition and follow your intuition, even when you shouldn't.
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It makes you create a very negative judgment about a candidate just because one specific characteristic stood out negatively.
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The halo effect makes you create a very positive judgment about a candidate just because one specific characteristic stood out positively.
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Gender bias is the tendency to prefer one gender over another, which is influenced by our Stereotyping Bias.
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Fundamental Attribution Error makes you assume that a person’s actions depend on what “kind” of person they are, rather than on the external factors that influence this person.
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The Framing effect means that you decide on options based on whether the options are presented with positive or negative connotations.
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The Dunning-Kruger Effect occurs when your lack of knowledge and skills in a certain area causes you to overestimate your own competence.
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Contrast Effect makes you judge candidates by comparing them to each other instead of by assessing them individually, which will change your judgment.
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Confirmation bias is our tendency to focus on and look for evidence that confirms our existing beliefs of a candidate, rather than information that refutes this belief.
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Cluster Illusion is the tendency to perceive patterns in something that is actually random.
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Beauty Bias makes you prefer a candidate that you perceive as more attractive, than people you don’t find attractive.
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The Barnum effect is a cognitive bias that occurs when you believe that generic personality descriptions and statements apply to yourself
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The Backfire Effect is the tendency that, when you are presented with evidence that proves that you were wrong about something, you believe your own views even more instead.
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Attribution Bias is the tendency to explain a person’s behaviour by referring to their character rather than any situational factor.
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The ambiguity effect is a cognitive bias that describes how you tend to avoid options that you consider to be ambiguous or to be missing information.
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Affect Heuristic (also called Empathy Gap) is a mental shortcut that makes us rely on our emotions, rather than concrete information when making decisions.
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