Outcome Bias

Outcome Bias is an error made in evaluating the quality of a decision when the outcome of that decision is already known.

Strategic What is outcome bias? This is an error made in evaluating the quality of a decision when the outcome of that decision is already known. It leads to the tendency to keep doing things the way you are doing them now because you think it led to positive results. Example in the hiring process. […]

Out-Group Homogeneity Bias

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”.

Screening, post-screening What is out-group homogeneity bias? This 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”. An example could be someone being white (in-group = white individuals) and perceiving Asians as relatively similar (out-group = Asian individuals). This bias is […]

Ostrich Effect

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.

Screening, post-screening What is the ostrich effect? This 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. Example in the hiring process. Most companies do not really look into the mishire rate at their company […]

Mere Exposure Effect

The Mere Exposure Effect is the tendency to develop a preference for things, methods or people that are more familiar to you.

Strategic What is the mere exposure effect? This is the tendency to develop a preference for things, methods or people that are more familiar to you. Example of the mere exposure effect in the hiring process. The CV is proven to be a very poor predictor of future performance. However, most recruiters and hiring managers […]

Intuition Bias

Intuition Bias is the tendency to overemphasise your intuition and follow your intuition, even when you shouldn't.

Our intuition plays a significant role in decision-making. However, it is important to be aware of the potential drawbacks that can arise from relying too heavily on intuition, especially in a hiring setting. This short article will shed light on the concept of intuition bias in recruitment, its implications, and ways to mitigate its effects. […]

Horns Effect

It makes you create a very negative judgment about a candidate just because one specific characteristic stood out negatively.

Screening, Post-screening What is the horns effect? Why do we think that overweight people are lazy and why do we think that if someone displays a negative personality trait, we assume that they are generally unpleasant or untrustworthy? This is the Horns effect. As Leonie Grandpierre puts it: “ the horns effect is actually very […]

Halo Effect

The halo effect makes you create a very positive judgment about a candidate just because one specific characteristic stood out positively.

Screening What is the halo effect? Why do professionals add ex-McKinsey to their LinkedIn tagline and why do we think that people that went to a certain, well-known university are more competent than others?  It all comes down to the Halo effect. The halo effect makes you create a very positive judgment about a candidate […]

Gender Bias

Gender bias is the tendency to prefer one gender over another, which is influenced by our Stereotyping Bias.

Pre-screening, screening, post-screening What is gender bias? Gender bias in recruitment is the inclination to favour a candidate due to gender prejudice. It’s a huge issue in hiring and can sadly affect all stages of the recruitment process. If the right precautions are not put into place, employers and hiring teams are at risk of […]

Fundamental Attribution Error

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.

Post-screening What is fundamental attribution error? 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. Example of the fundamental attribution error in the hiring process. When a candidate is struggling to vocalise themself in an interview, […]

Framing Effect

The Framing effect means that you decide on options based on whether the options are presented with positive or negative connotations.

Post-screening What is the framing effect? It means that you decide on options based on whether the options are presented with positive or negative connotations. Example in the hiring process. Hiring managers may ask questions based on the Framing Effect in a way such that candidate knows exactly how to direct their answers. Thus, making […]