On the first day I became a recruiter, my mentor had a talk with me.
At her office, she showed me two pictures of men. I could not recall exactly how they looked like. But I could give you a similar example.
Let’s all the man on the left Mr. A and the man on the right Mr. B.
My mentor asked me who I thought was more professional. I said Mr. A. The she asked who I thought was more trustworthy. I answered Mr. A again.
Then I mentor asked the reason why I thought Mr. A was more professional and trustworthy.
I laughed and answered that I made the judgement from the look.
My mentor also laughed. She said if I chose my boyfriend by just look, she would be really worried.
That’s my first lesson of Bias.
Cognitive bias is the tendency to think certain ways, often resulting in deviation from rational, logical decision-making. It’s studied most often in psychology and behavioral economics, but it’s present in all areas of life.
We know bias doesn’t come from a place of bad intent. In fact, bias is something that we learn about many years as we walk through life. However, when it comes to recruitment we need to acknowledge our bias and their effects to us, as recruiters.
In many years of recruiting practice, I had to keep reminding myself of bias. That’s not easy. I made mistakes by follow my feelings since they were so strong that they overcame my judgement.
To actively create a less biased assessment when recruiting talents, Mark One works hard on our assessment models and evaluation screens. To gather objective data from multiple variables we have created a fit score algorithm to counter balance your unconscious bias. Because whether you know it or not, it