Screening, post-screening
What is attribution bias?
Attribution bias, also known as the fundamental attribution error, is a cognitive bias that occurs when individuals tend to attribute the behavior or actions of others to internal characteristics, such as personality traits or abilities, while underestimating the influence of external factors or situational context.
In the context of hiring, attribution bias can lead to unfair judgments about candidates by focusing excessively on their perceived personality traits or character instead of considering external factors that may have influenced their actions or performance.
Attribution bias can foster the halo & horns effect.
Attribution Bias Definition and Meaning
Attribution bias is a cognitive shortcut that our brains often take when making judgments about others. It leads us to attribute success or failure to stable internal factors, even when external variables may have played a significant role. In hiring, this bias can manifest when hiring managers form opinions about candidates based on their own interpretations of past behaviors, often neglecting the broader context.
Attribution Bias in life
Examples of Attribution Bias in Real Life
Consider how you might perceive a colleague who arrives late to work. You might assume they are lazy or disorganized without considering the possibility of unforeseen traffic or personal emergencies. Similarly, in hiring, attribution bias can cause hiring teams to make judgments about a candidate’s character or work ethic without taking into account external factors that may have influenced their past performance.
Attribution Bias When Hiring
Attribution bias can significantly impact hiring decisions, potentially leading to the selection of candidates who may not be the best fit for a role due to misjudgments about their character or abilities.
Example of Attribution Bias When Hiring
Imagine a hiring manager is interviewing two candidates for a sales position. Candidate X shares a story about a past job where they missed their sales target for a particular month. The hiring manager attributes this failure to Candidate X’s lack of motivation and persistence, assuming they must not be suited for a sales role.
Candidate Y, on the other hand, also had a month where they missed their sales target in their previous job but shared that this was due to a sudden economic downturn affecting their industry. The hiring manager, however, attributes Candidate Y’s failure to external factors and views them more favorably, assuming they are still a strong candidate for the sales position.
In this scenario, attribution bias led the hiring manager to unfairly favor Candidate Y, overlooking Candidate X’s potential. This bias can ultimately result in a less objective and equitable hiring process.
How to Avoid Attribution Bias
To mitigate the impact of attribution bias in the hiring process, organizations can adopt these strategies:
Objective Evaluation: Implement standardized assessments and evaluation criteria to focus on tangible qualifications and skills rather than personality judgments.
Contextual Understanding: Encourage hiring teams to consider the broader context of a candidate’s experiences, including external factors that may have influenced their performance.
Diversity and Inclusion Training: Promote awareness of attribution bias and other unconscious biases through diversity and inclusion training for hiring teams.
Panel Interviews: Involve multiple interviewers to provide diverse perspectives and reduce the impact of individual biases.
