Understanding Implicit Bias:

Impacts on Recruitment and Selection

By: Calla Krummel

Implicit bias—those unconscious attitudes and stereotypes that shape our perceptions and decisions—can significantly affect the recruitment and selection process. As I explored through Harvard University’s Project Implicit test focusing on Asian American and European American associations, I found that implicit bias distorts individual judgment and hinders organizational effectiveness.

Test Experience and Results

In the implicit association test, I categorized words associated with positive and negative attributes alongside images of Asian Americans and European Americans. This experience revealed how quickly biases can manifest, often without our conscious awareness. For instance, when I was asked to associate “good” words with one group over another, my results highlighted underlying biases that could influence hiring decisions. This experience reinforced the idea that implicit bias begins early in life, as discussed in our readings from the Be Better Blog and Scientific American, which note that these biases can be formed through societal influences and personal experiences.

Impacts on Reliability and Validity

Implicit bias introduces variability into the selection process, affecting its reliability. Evaluators may unconsciously favor candidates who share similar backgrounds or traits, leading to inconsistency. Candidates may feel their qualifications are overshadowed by biases, resulting in a lack of trust in the hiring process.

Regarding validity, implicit bias can distort how well a selection process assesses a candidate’s qualifications. If a recruiter associates leadership traits predominantly with European Americans, they may overlook equally qualified candidates from diverse backgrounds. This compromises the integrity of the selection process and limits an organization’s ability to foster diversity and inclusion.

Counteracting Implicit Bias

One effective strategy to mitigate implicit bias in recruitment is implementing structured interviews. Using standardized questions and evaluation criteria minimizes subjectivity, helping to ensure a fairer assessment of all candidates. Additionally, bias training can educate hiring personnel about implicit bias and its effects, increasing awareness and promoting equitable decision-making.

Conclusion

The impact of implicit bias on recruitment and selection is profound. By acknowledging and addressing these biases, organizations can create a fairer hiring process that values merit over preconceived notions. This commitment not only fosters a more diverse workforce but also enhances organizational effectiveness, innovation, and success. As we strive to combat implicit bias, let’s commit to ongoing learning and reflection, ensuring our hiring processes truly reflect the values of fairness and inclusion.

Cited Sources:

Aallison. (2023, April 14). Understanding Implicit Bias—and How to Work Through It. Better Homes and Gardens Real Estate Be Better Blog. https://bhgrecareer.com/bebetterblog/implicit-bias/

Payne, K., Niemi, L., & Doris, J. (2018, March 27). How to Think about “Implicit Bias.” Scientific American. https://www.scientificamerican.com/article/how-to-think-about-implicit-bias/

Project Implicit. (2011). Implicit Association Test. Harvard.edu. https://implicit.harvard.edu/implicit/Study?tid=-1