Hiring bias has existed since recruiting for jobs began. Some bias was out-and-out discrimination, i.e., the refusal to hire people of color, women, veterans, people with disabilities and so on. Laws now exist to prevent and penalize discrimination in the hiring process but unconscious bias is tougher to eliminate.
Unconscious bias or implicit bias is prejudice or unsupported judgment for or against another person that isn’t deliberate. Researchers suggest that unconscious bias occurs automatically due to the brain making quick judgments based on past experiences and background. These experiences include how we were brought up and socialized, our exposure to diversity and media that feed into our decision-making.
Although we all have biases, many unconscious biases tend to be exhibited toward minority groups based on factors such as class, gender, sexual orientation, race, ethnicity, nationality, religious beliefs, age, disability and more. Hiring someone based on a “gut” feeling is a type of unconscious bias.
Assuming a Gen Z candidate will have more computer experience is another example of unconscious bias. Or subconsciously sorting candidates with Anglo-sounding names is also unconscious bias. Bias, unconscious or not, can cost companies big time.
Any type of hiring bias, whether done consciously or unconsciously, is against the law. The Equal Employment Opportunity Commission (EEOC) prohibits discrimination by employers on the bases of:
Failure to comply with the law, can cost you in penalties and lawsuits. Consider how Walmart, Inc. was made to pay $20 million to settle a company-wide, sex-based hiring discrimination lawsuit filed by the EEOC. The lawsuit stated Walmart conducted a physical ability test as a requirement for workers at its grocery distribution centers.
The EEOC said the test disproportionately excluded female applicants from jobs as grocery order fillers, violating Title VII of the Civil Rights Act of 1964 which prohibits employment discrimination based on sex, including the use of tests that cause a discriminatory impact on persons. The lawsuit further stated that tests such as the ones Walmart used, must prove the practices are necessary for the safe and efficient performance of specific jobs.
But, even if this necessity is proven, such tests are prohibited if it is shown there are alternative practices that can achieve the employer’s objectives but have a less discriminatory effect.
There are several types of biases in recruiting. Here are four of the most common.
Conformity bias is based on how people take cues from others on how to behave or act, rather than exercising their own judgement. It can happen due to peer pressure or the need to fit in at work. In terms of recruiting, conformity bias can persuade hiring managers to choose candidates based on who everyone else wants, instead of who they think is best.
The halo effect is a stereotype where an overall impression of a person influences how we feel and think about their character. Perceptions of a single trait, like attractiveness, carries over to other aspects, like intelligent, funny and so on. For example, you find someone extremely attractive and automatically think they are nice and smart, even overlooking the fact they are the complete opposite. This bias creates a problem during recruiting as the recruiter may not take all of a candidate’s traits into account, even the red flags, instead only focusing on the one that’s blindsided them.
Affinity bias is the unconscious tendency to get along with others who are like us. The thought is that it is easier to get along with people we have something in common with than it is with those who are different. That is because it is easy to socialize and spend time with others who are the same. It requires more effort or work to bridge differences when diversity is present. In recruitment, hiring managers may choose candidates simply based on attending the same school or knowing the same people, which isn’t relevant to their ability to do the job.
The affect heuristic is a bias where people take mental shortcuts to reach a conclusion about a person. This bias can be heavily influenced by current emotions. Your emotional response plays a critical role in decision-making. For example, a recruiter might be in a bad mood and quickly judge a candidate based on superficial factors like their size, choice of clothes, tattoos and even if they have the same name as someone they dislike.
While unconscious bias is widespread, that doesn’t mean hiring managers can’t take steps to decrease its effect.
Automating your recruiting efforts with an Applicant Tracking System that utilizes AI can reduce unconscious bias and keep your company compliant. Arcoro’s Recruiting AI and Texting not only helps you communicate with candidates 24/7 but screen candidates based on a customizable set of questions with learned responses, not biases.
Arcoro’s AI can be programmed to sort candidates based on location, education, skills and other parameters, without judging candidates on race, gender, sexual orientation and so on. Plus, once qualified candidates meet your criteria, the AI assistant improves the candidate experience by keeping the lines of communication open. AI will answer questions, schedule interviews and more.
Arcoro’s AI benefits both managers and candidates by:
Once the candidate applies, Arcoro’s ATS automatically stores their application and resume, allowing hiring managers to track good faith efforts with automated compliance reporting on AAP, VEVRAA Section 503 and more. Our ATS ensures you’re fully prepared in case of OFCCP and I-9 audits. Take our Free HR Assessment to see how your company’s recruiting efforts stack up.