Affinity/similarity bias happens when we favor a candidate because we share a characteristic with them – for example, we went to the same university or worked at similar companies.
The Contrast Effect happens when we compare two or more candidates. When you have seen a very impressive profile, which might be way better than the job requires, you unconsciously will raise the bar for the next profile you’re looking at. The same thing also happens the other way around
The Halo Effect and the Horns Effect are the exact opposites of each other, so let’s explain them one by one:
Say goodbye to the deep-rooted, biased hiring practices that have been the global standard for decades.
Say hello to the future of hiring!
Focusing on a candidate’s past not only leads to inequalities but also has proven to be a poor predictor of job performance.
Equalture’s game-based assessments focus on cognitive abilities (GMA) and behaviours, the strongest predictors of job performance.
Debiasing your hiring processes is all about objectifying your hiring decisions.
Instead of focusing on someone’s past, focus on their cognitive ability and behaviour.
Traditional personality questionnaires and cognitive tests are endlessly trainable, can be easily faked, are culturally biased and cause anxiety.
Equalture’s games are non-trainable, non-manipulable, free from biases and very enjoyable, which ensures an equal treatment of all candidates.
Danielle Chan, People & Culture Manager @ Equalture
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