After taking the Project Implicit Social Attitudes tests on race, at first, I didn’t like or agree with the results. Even though I consciously believe I treat all people fairly, the test showed an example about how automatic associations exist. The test forced me to associate one category with another and then tested to see how fast I could erase that from my brain. I really like how authors Payne, Niemi, and Doris put it in How to Think about ‘Implicit Bias’ (2018), describing that implicit bias is “tendency for stereotype-confirming thoughts to pass spontaneously through our minds” and that it is “…your brain is noticing patterns and making generalizations.” The issue doesn’t lie in pattern forming itself, the issue lies especially for me as a leftist, in “implicit bias diverts attention from more damaging instances of explicit bigotry.” Vandiver in Understanding Implicit Bias—and How to Work Through It (2023) explained how these biases start super early in life, even in kids as young as 6 months old in some studies, so it makes sense that we can’t always see our own biases. Acknowledging implicit bias is important because denial prevents improvement.
When managers recognize that bias can occur unintentionally, it opens the door to using structured tools, standardized scoring, and more evidence-based selection methods. These practices increase fairness, create more consistent decisions, and reduce the influence of stereotypes. Ultimately, owning the fact that we all have implicit bias isn’t about judgment, it’s about creating hiring processes that are genuinely more objective and equitable. With hiring, implicit bias could impact both the reliability and validity of a selection process. Reliability refers to consistency. If an interviewer uses “vibes” or gut feelings, then every candidate is judged differently. Validity refers to whether the method actually measures job performance. If someone is rated higher just because they “look” like a leader or share similar interests with the interviewer, then that rating is not measuring actual job-related ability.
One way I could personally try to reduce implicit bias is to slow myself down and actually use structure instead of just “feeling out” a candidate. I could also make sure I’m asking the same core questions to each person instead of letting the conversation wander based on who I happen to connect with more. Another thing I could do is literally write down what specific behaviors or examples I’m looking for before the interview even starts, so I’m not just reacting to whoever seems the most confident or charismatic in the moment.