The four biases of the hiring process you need to take attention to

Do you have it hard to complete a hiring process?

Are some of your best potential hires resigning from the process before it has finished?

Do you have the gut that you will never find a new talent that will fit your existing team?

If you have answered YES to even one of the above questions, you need to pay attention to your hiring process. Here are the four biases you need to take attention to, better perform the hiring process and attract and retain the right talents for your team

Bias 1: Unfair assumptions and extrapolations  

You need to be honest with yourself about what type of person and professional you are trying to hire.  When hiring a new employee and always thinking that people are coming to meet you are lying or hiding something, you will never hire a truthful person for your team.  Being suspicious about points in the candidate’s resumes is one of the most often seen biases.  You do not trust them about their roles at previous employers; you do not believe them about their responsibilities, do not trust them about reasons for resigning, etc.

Bias 2: Recent hiring trends

People often rely on previous experience with tasks or situations in their life.  It is the same with the recruitment process.  If you have had a bad experience hiring unreliable people for your team for a particular period, you may have built an understanding that most of the applicants for roles in your group are not a good fit.  Or the opposite –  you think that there is no much effort needed to choose because it is up to the person you hire to survive and show that they are worth it for your team.  Not sure what to do?  Well,  If you need to hire,  first evaluate the trends you have in your practice and try to explain to yourself how these trends are or can affect the hiring of new potential talent for your team.

Bias 3: Your current employees

This bias is one of the hardest to understand. Many leaders try to hire in both extremes –  a profile who is the same as the team members or a completely different profile to the existing team structure and relationships to bring,  how they call it “diversity in the team.”  While trying to get fresh ideas to the team and want to do it through the hiring process,  the hiring leader must focus on both  –  bringing someone close as a profile to the team but can boost productivity,  creativity, and efficiency to a new height. While preparing to hire, every leader must consider these team specifics and implement them in the hiring process.  Did not did that up to now, then What are you waiting for?…

Bias 4:  The long confirmation

Have you tried to hire a new employee and started searching for endless proofs and confirmations that this is the right choice?  Some hiring leaders suffer from confirmation bias.  They delay the final decision so much that in time this decision turns non-relevant because the prospective candidate has accepted another offer.  Leaders who do that do not feel that this is something wrong.  They need so more information to make the best decision from the first try.  But sometimes, you do not have enough time, or there is no additional information to help you make the decision.  Your gut shows that this is the right person; the application form data is confirmed with examples, then what are you waiting for?  The leader who stays for the next set of information to decide can miss many excellent opportunities.  The one that risks and makes decisions based on the information available is the one who is ready to lead the change in every company.


Our hiring speed depends on the biases we are fighting while trying to build the best team, meet the expectations of the company, and overcome challenges.  As fast as we as leaders identify the biases we apply in our work, we will learn how to hire for success quickly and efficiently.  

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