After taking the Implicit Attitude Test on age, my results showed a preference for younger people, which made me consider how these unconscious biases might influence decision making without awareness, because it was something I never really thought about since most of my friend are at least 20 years older than I am. When it comes hiring or selection process, implicit biases like this can impact both reliability and validity. For example, if a hiring manager has an unconscious preference for younger candidates, they might consistently rate older applicants lower on qualities like adaptability or innovation, even if these assumptions are inaccurate. This lowers reliability because the process does not consistently measure relevant skills across all candidates.
The validity of the selection process is also affected when decisions are influenced by age-related stereotypes rather than real abilities. Instead of focusing on competencies, implicit bias may lead to selecting candidates based on perceived attributes that do not actually reflect their potential success in the role. This weakens the effectiveness of the selection process by basing decisions on bias rather than honest qualifications which are detrimental in the hiring process when choosing the right candidate for the position.
To counteract implicit bias, one approach I could take is using structured interviews with standardized questions that focus directly on skills and experiences needed for the job. This ensures all candidates are assessed equally, reducing the influence of bias. Additionally, incorporating diverse hiring panels brings in multiple perspectives, helping balance out any individual biases. Awareness of implicit biases is essential for building fair and effective selection processes. Overall, I think the implicit bias helped me understand that I need to take a a more conscious approach when hiring to ensure this bias is not a part of a hiring decision.