Blog and News
Recruitment and Game Theory
I previously wrote about anonymous recruitment and how it can change the game and influence psychological biases in recruitment. On the other hand, considering psychological biases is already a part of responsible recruitment.
Let me clarify from the outset that the term 'bias' bothers me a little. This negatively sounding word, however, refers to statistical biases. That is, there is generally nothing wrong with an individual and their actions, even if they act in accordance with some biases. But it's good to understand that we all have these biases, and it's important to grasp their significance in the final result of recruitment or the actual job performance of the hire.
Here are some psychological biases that can be identified in recruitment:
A structured recruitment process, psychometric testing tools, and practices like the aforementioned anonymous recruitment can help reduce the impact of these biases. Simply being aware of these biases in the recruitment process can also make a difference.