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4 Common Hiring Bias You Need to Avoid

In an ideal world, humans will never make mistakes or wrong decisions. We will execute plans efficiently, and nothing will negatively influence our choices. However, this is reality and we’re only human.

Hiring managers are responsible to make unbiased decisions when it comes to hiring talents from recruitment sites into the company, but that’s not always the case, even if it’s an unconscious decision.

Here are some common hiring biases you may unknowingly have as a hiring manager:

Similarity attraction bias

It’s normal to want to surround yourself with like-minded people, and it’s the same in a work environment. If you’re going to spend a third of your day working together, you want to do it with someone that you can get along with.

Similarity attraction bias is when a recruiter hires a candidate that has a similar to them, even when it has nothing to do with work-related performance.

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Expectation anchor

This hiring bias happens when a hiring manager anchors onto a piece of particular information about a candidate to make a hiring decision. For example, a hiring manager may refuse to choose any candidate unless it’s a carbon copy of the role’s predecessor.

Halo bias

When a hiring manager focuses heavily on a positive aspect of a candidate such as excellent education background, he has the halo bias.

This bias can cause the hiring manager to be blindsided by the candidate’s positive trait, refusing to believe that other candidates are better, when it may not be the case.

Conformity bias

This hiring bias is based on the Asch Experiment, where social pressure from a majority group could affect a person to make a wrong decision. The thought of being ridiculed by our peers allows us to be swayed by others.

For example, you’re the only person among the interviewers that thought the candidate did badly. However, due to others’ positive opinion about the candidate, you let the candidate pass the interview.


Sometimes, we may not be aware of the unconscious hiring biases that we have, so it’s crucial to look out for them. Create a standardised interview guide and always be consistent with your hiring process to reduce the chances of clouded judgement.

Make sure you are aware of all the hiring biases you might have before recruiting on!