The Halo Effect is a cognitive bias in which certain characteristics of the candidate are being put in a more positive light that can influence the overall judgment of the candidate. In recruitment, it happens when information such as studying at Oxford or having worked for a prestigious firm leads to the selection of one candidate over another one. It does not guarantee and – more importantly – does not mean that candidates who do not have these experiences are not qualified for the job. Characteristics such as looks, university, and company names do not guarantee that you have the hard or soft skills that are required for the role.

Affinity bias happens when you favor people who are more similar to us or share the same beliefs as we do. For example, you share the same religion or you have an applicant that comes from the same region. Without even meeting the candidate, you might already have a perception of the candidate that will influence you throughout the whole recruitment process. Another common example is when a candidate is being referred. Assuming that the referred candidate shares the same beliefs or values may influence the decision making in the recruitment process and create a disadvantage for candidates who are potentially more qualified for the job. It is a tricky situation 😊.

We all make judgments based on our first impression of a person. Confirmation bias happens when without realizing it, you look for evidence during the conversation that would back up your initial judgment about that person. The danger is that you might focus too much on it and lose sight of all the other aspects that define a candidate. For example, you have an interview with a beautiful girl. Some people might think that either because she is a girl or because she is beautiful, she cannot be good with numbers, while this is of course fully unrelated. Unconsciously, there is a risk that you do not take her seriously for a role that requires number crunching.