What Is Unconscious Bias In Recruitment

Unconscious bias in workplaces has become a huge subject of concern. This is because various companies are looking to eradicate discrimination during their hiring process. What is unconscious bias in recruitment? It’s where the recruiter favors or forms an opinion about a particular candidate based on the first impression.

It’s a bias that influences a recruiter’s decision negatively or positively using irrelevant criteria to the job. Let’s look at various examples of unconscious bias in recruitment.

Specific names that are preferred by the recruiter

People have names that they find attractive. This can either be because they once met people with such names and the encounter was pleasant or because one of their best friends has such a name.

Two women

When an applicant utters such a name, the recruiter will be more interested in knowing the person, and this can easily lead to bias. They will favor the person without knowing. It creates a right attitude towards the applicant which can turn out to be biased. You can visit this site to find more info.

The halo effect

By uttering the first word, there are recruiters that may develop a positive attitude towards them. They may recruit them just based on having a friendly first interaction with them.

This can leave out a more qualified person that may not have made such a first impression.

Similarity bias

Sometimes, recruiters also find out that the applicants have a lot in common with them. They may find out that the applicant has the same dress code or loves things that he or she also loves. Favoring such a person happens without the recruiter knowing.

Height discrimination


Some people love people of a certain height while hating others. For example, if a recruiter loves tall people, they may favor them during the recruitment process instead of looking at the qualifications they have. It is possible to find out that there is a shorter person with better skills to take up the job compared to the tall person that is favored by the recruiter.

Such cases happen without recruiters knowing that they have favored the applicant. Other examples of unconscious include gender bias, contrast effect, the horns effect, beauty bias, and conformity.