Checklist for Unconscious Bias

Affinity bias refers to the recruiter’s tendency to subconsciously favour individuals with whom they share similar characteristics, background, or interests.

The recruiter can draw conclusions on the applicants based on their appearance, name, voice or background even before the interview. This may lead to favouritism or rejection without assessing the applicant’s actual competence.

In the halo effect, a positive impression of a person impacts the assessment of that person as a whole, which means that the recruiter may end up examining the person’s other abilities and characteristics through a more positive lens, too.

The horns effect is the opposite of the halo effect: it means that the overall assessment of a person is made based on one characteristic or a presumed characteristic that is considered negative. This can lead to a pointedly negative impression of the person’s character or abilities in the recruitment process.

Stereotypes associated with specific groups can affect how an applicant’s qualifications and potential are assessed. For example, assumptions related to gender, age, ethnicity, or other background factors may have a negative impact on recruitment decisions (see example below).

Example: Discrimination by name in recruitment

A study conducted by Akhlaq Ahmad in 2020 showed how biases can affect recruitment in Finland. The main finding of the study was that applicants with a foreign name had statistically significantly fewer opportunities to be invited to a job interview. The comparison was made with applicants with a Finnish name whose experience, educational background and qualifications were equivalent. The findings of the study are in line with those seen in other studies both in Finland and elsewhere in Europe.

Prove it again bias refers to the tendency to require persons belonging to underrepresented groups to prove their competence repeatedly or to assess their competence more strictly and demandingly than in the case of representatives of other groups.

Attribution bias refers to the tendency to explain events or people’s behaviour based on stereotypes instead of assessing the situation objectively in the recruitment process. For example, being late would be seen as a characteristic stemming from the applicant’s culture.

Confirmation bias refers to the tendency in the recruitment process to favour information that supports our already adopted beliefs. It makes us search for, interpret, and remember information in a way that strengthens our own perspective, but at the same time it can prevent us from assessing the situation impartially or openly.

Overconfidence bias refers to a tendency to think that one’s own abilities, knowledge or decisions are better than they actually are. It can cause us to overestimate our competence and knowledge, which can lead to errors, for example, when assessing situations or making decisions. This bias can affect both the applicant and the recruiter.

Maternal wall bias refers to prejudices and assumptions directed at mothers or applicants who become mothers. This may lead to the underestimation of their commitment, competence or ability to perform their duties, which may subconsciously have a negative impact on recruitment decisions or career prospects.

Anchoring bias refers to the tendency to rely too much on the first information we receive (“anchor”) and to use it as a benchmark in our subsequent evaluations in the recruitment process. In recruitment, anchoring bias may result in the recruiter making decisions based on the information or impressions they receive first, such as the applicant’s first interview or CV.