Employers Hub | How to remove unconscious biases when hiring

A bad hire can be devastating, especially at a senior level, and the psychology of such failure can be hard to forget when hiring new people.

“When a good decision leads to a bad outcome, the experience of regret can bias subsequent choices: people are less likely to select the regret-producing alternative a second time, even when it is still objectively the best alternative (non-adaptive choice switching)” – Van Dijk & Zeelenberg, 2005.

It’s completely natural to fear the same outcome twice based on a previous bad experience, and in many cases, it’s a valid response that leads to better hiring decisions in the future.

BUT, the trick is to stay objective and look at why the employee failed (outside of their profile and previous experience). In other words, maybe just because they worked at Company X or in a particular role doesn’t automatically predict their success in this role.

Remember, there are the good, the bad, and the ugly at every company, every role, and every vertical. One person that has come from a media background and failed in tech sales doesn’t mean they all will.

Bad experiences continue to cloud hiring decisions, and it’s a normal human reaction to avoid potential failure. Unfortunately, on the flip side, it also means good candidates can be missed before they’ve even had an interview.

The moral of the story is that every individual is different. It’s a case-by-case situation, and keeping an open, objective mind is sometimes the hardest thing to do in recruitment. But, for me, it’s also a sign of a good recruiter.

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