![]() ![]() Emotional biases are not related to conscious thought and stem from feeling, impulses, or intuition. One of the best ways to avoid this bias is to foster an environment of ideas, where others speak up and voice their own opinions and ideas.Regular readers of this column know behavioral finance topics feature prominently because learning about cognitive errors and emotional biases, eliminating them where possible and accommodating them where they are not, can be an investment edge.Ĭognitive errors (e.g., illusion of control bias, hindsight bias and confirmation bias) are primarily due to faulty reasoning and can often be corrected or mitigated with better training. ![]() The study found that 95 percent of the product manager had fast-tracked a product or feature because of who told them to do it, not because of its importance or value.Īvoiding authority bias can be difficult depending on the culture of a workplace. According to an article from Product Coalition, product veteran Ken Sandy performed an interesting study with various product managers working across different companies and levels of seniority. Existing hierarchies make it incredibly easy to simply “follow the leader,” even if the leader’s ideas aren’t what is best for the company or their employees. Having an initial phone screening rather than a video call or in-person interview can also help as well as utilizing unbiased technology to identify top candidates.Īuthority bias refers to when an idea or opinion is given more attention or thought to be more accurate because it was provided by an authority figure.Īuthority bias is very easy to find in the workplace because hierarchies are already in place. SHRM suggests that to avoid beauty bias, companies should create structured recruiting and interview processes so that your team will be able to compare applications and interviews equally and reduce the risk of bias. That may be because attractive people are viewed as more social, happy and successful. Another study found that attractive people may be discriminated against for roles that are perceived to be beneath them. One study found that traditionally attractive people, both men and women, earn higher incomes, whereas less attractive people earn lower incomes. While appearances (race aside) are not protected by the Equal Employment Opportunity Commission, it is a form of bias that is prominent in the workplace. This will ensure that hiring teams are selecting candidates based on their skills and experiences without the influence of irrelevant personal information.īeauty bias is a social behavior where people believe that attractive people are more successful, competent and qualified. You can either do this by assigning candidates a number or have an unbiased third-party team member omit this information for the hiring team until they bring a candidate in to interview. Name bias can be avoided if you omit the candidate’s name and personal information - like email, phone number and address - from their application materials. Another study found that Asian last names are 28 percent less likely to receive a callback for an interview compared to Anglo last names. One study found that white names receive significantly more callbacks for interviews than African American names. ![]() This is one of the most pervasive examples of unconscious bias in the hiring process, and the numbers bear it out. Name bias is the tendency people have to judge and prefer people with certain types of names - typically names that are of Anglo origin. #AFFINITY BIAS FULL#Don’t forget that interviewees are often nervous and may misspeak or stumble. Give them a chance to share their full story with you before you judge. If there is something on their resume or something they said during the interview that caused you to draw conclusions about the candidate, ask them further clarifying questions. Rather than assume a candidate is unfit for a job because they were late to the interview, ask them what happened - it could be totally innocent and unprecedented. When hiring, attribution bias can cause hiring managers and recruiters to determine a candidate unfit for the job because of something unusual on their resume or unexpected behavior during the interview. While this may seem harmless, humans are quick to judge and falsely assume things about a person without knowing their full story. Attribution bias is a phenomenon where you try to make sense of or judge a person’s behavior based on prior observations and interactions you’ve had with that individual that make up your perception of them. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |