the dangers of unconscious hiring biases - pt 1 - ep 114

One of the “happening things” in the recruitment world in 2022 was the spotlight being shone on diversity.I've identified 16 different unconscious biases we all have when it comes to interviewing – and how these can play out during the recruitment process and what you can do to mitigate these.The end result of all of them is the same:  you may end up discounting and/or overlooking the best person for your clinic’s vacancy.Diversity trainingDiversity training is one way to help overcome personal biases.  Another way is when you’re recruiting.  The more people who can be involved in the recruitment process, the more likely it is – hopefully – that personal biases will be reduced and/or at least challenged.Blind HiringBlind hiring is better done through a neutral third party – like VetStaff.   It’s where any and all information that could identify a job applicant is completely stripped from their CV.  UNCONSCIOUS BIASES1. Confirmation biasYou’ll know your guilty of confirmation bias when you find yourself asking irrelevant questions.  This is confirmation bias playing out because you’re trying to elicit answers that support your initial assumption about the vet or nurse you’re interviewing. You’re doing this because you want to prove to yourself – and then someone else who might be involved in the hiring process at your clinic – that your initial assessment is correct.   It could be that they’re a great fit or they won’t fit.#2. Affect heuristicsAffect heuristics come into play with personal biases around appearance.  An interviewer might see something physical about a candidate and they’ve immediately judged them – consciously or unconsciously – that they’re suitable or unsuitable for the job. It’s a virtually instantaneous judgement that then clouds and affects every other aspect of the interview process.   3. Expectation anchor or anchoringExpectation anchor or anchoring bias is when we allow ourselves to anchor – to focus – on one certain piece of information about a job applicant and then use that factor to help us make decisions.In a vet clinic this could manifest as wanting to replace a departing veterinarian or veterinary nurse with an exact carbon copy of them.  There a couple of hiring biases that support this – not just anchoring – so beware.4. Halo effectThe halo effect could apply to any number of insignificant factors – for example, similar sporting interests, growing up in the same neighbourhood or going to the same school or university.When the halo effect results in other – perhaps lack of competencies - being overlooked, the interviewer may attempt to short circuit the interview process because they believe they’ve found the ideal person for the job.5. Horn effectJust like it sounds, the horn bias or horn effect is the absolute opposite of the halo effect.This plays out when you get stuck on something negative, or bad, about the applicant which you can’t (or won’t) move beyond it.  It casts a shadow over everything else.Could Your Kind of People recognise Their Kind of Clinic?A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.Explore Culture Story Centres for veterinary clinics