Implicit bias can greatly affect the reliability or validity of a selection process if one is unaware of their preferences. Regarding the attitude test, this correlation was shown to me because, as someone who is aware of their current biases, I scored evenly in the quick photo selection game. I can only assume that those who are less in touch with their biases scored significantly lower on this portion of the test, as it can be extremely difficult to make quick decisions about both sets of words and photos.
In relation to the standard selection process, many people are unaware that they make judgments based on subjective facts. In the novel First Break All Rules: What the World’s Greatest Managers Do Differently, Marcus Buckingham and Curt Coffman explain how individuals rely on assumptions and patterns when evaluating others (Buckingham and Coffman). This phenomenon highlights how one’s personal biases affect hiring reliability and validity: when one has a preconceived notion of an individual, they impose that notion on them without evidence, leading to biased selection.
To combat these judgments in the hiring process, a firm might implement a standardized interview process in which all candidates are scored on the same criteria. As referenced in the lecture outline, “Selection”- structured interviews help reduce bias in interviews. The structure helps minimize prejudice in conversations because there is no subjectivity; the hiring agent cannot assume anything about the applicant’s responses, making the process objective. By standardizing all processes, the reliability and validity of the hiring process will be improved, making interviews fairer for all parties.
Buckingham, Marcus, and Curt W Coffman. First, Break All the Rules: What the World’s Greatest Managers Do Differently, Gallup Press, 2014. ProQuest Ebook Central, https://ebookcentral.proquest.com/lib/osu/detail.action?docID=1584214.
Cieri, Mike. Selection. Mgmt 553: Human Resources Management, Oregon State University. Canvas, Selection.