Individual bias is developed based on social environment, culture, upbringing and moral values. At times, we get negative vibes from a person for no justified reason. Unconsciously these feelings impact our judgments. The point is, without even realizing, such feelings result in wrong decisions. The responsibility of taking the right decision changes in professional life, especially when you are a part of the hiring team. Because the consequences of the wrong decision affect the entire organization in terms of money, time and productivity.
The identity discrimination should be removed from all the resumes prior to review by the hiring managers. Talent is beyond gender, location, nationality, age, and religion. The assessment of the resumes is supposed to be regardless of these identity priorities. In order to implement a transparent and fair recruitment system, these biased factors have to be eliminated.
It’s a certain mindset when you make a preconceived belief about a candidate and seek for the reasons to prove it. Making decisions in mind, based on your assumptions identified from the resume. For Instance: Assuming a candidate less competent due to her/his grad school is baseless. With such self-created opinions, the hiring managers are not capable to judge the candidates fairly. At times, organizations do miss a true talent by dropping them off prior to making an interview. The industry needs to reevaluate its trends.
This happens when the interviewers are judging the candidates based on the obvious factors, the overall appearance and look. For Instance: Weight of the candidate or visible tattoos. These factors shouldn’t be the criteria to decide the suitability for the desired position. One must have to look beyond these obvious factors to discover the candidate’s true worth. Such overrated factors like being physically fit, decrease company potential to add great workforce to their organization.
Unfortunately, each culture is surrounded by stereotypes. This bias defines the hiring based on the belief that certain traits of candidates make them suitable for the job. For Instance: Taking women inferior because of their femininity. Considering candidate’s from certain religion more loyal, labeling certain nationality holders as liars. Such stereotypes are originated from social generalizations and have nothing to do talent scale.
This explains making decisions based on “sixth sense” or gut feelings. Don’t let gut feelings take over the charge of decision making in recruitment. Don’t be too judgmental. Hiring managers have to utilize their tendency to discover a candidate’s talent while overcoming their gut feelings. These hiring decisions led by the sixth sense are purely based on individual emotions and favors, lacking the ethical responsibility towards the company.