In this unit, we will explore common judgment biases that can cloud your decision-making when evaluating candidates. Recognizing and mitigating these biases is crucial to ensure you hire the best talent for your team.

The Halo Error occurs when a favorable impression in one area leads to an overly positive overall evaluation of the candidate. For example, if a candidate has an impressive academic background, you might unconsciously overlook their lack of practical experience.

Consider the difference between:

"This candidate went to a top university; they must be amazing at everything."

versus

"This candidate went to a top university, but let's also consider their practical experience and interview performance."

Ensuring a balanced view prevents overestimating a candidate's capabilities based on one strong attribute. You should always focus on the full picture of success criteria for performing the job.

The Similar to Me Error happens when you favor candidates who share similarities with you, whether it’s background, personality, or interests. While it’s natural to like people who are similar to yourself, this bias can lead to a lack of diversity in thought and experience on your team.

For instance:

"This candidate likes the same sports as me; they’ll be a perfect fit!"

should shift to:

"This candidate has similar interests, but let's focus on their qualifications and fit for the role independently."

Focusing on objective qualifications required for the job rather than personal similarities ensures a more accurate evaluation of candidate potential.

The Contrast Effect arises when the evaluation of one candidate is influenced by the quality of previously interviewed candidates. This can lead to a candidate being rated higher simply because they were better than a preceding weaker candidate.

Always rate candidates against the role's predefined job criteria, not each other.

• Jake: Compared to the last interview, Nova seemed excellent.
• Natalie: True, but let’s assess her based on our success criteria for the job. It is okay if we need to keep looking at more candidates.

By understanding and avoiding these common judgment biases, you can make more objective and accurate decisions when selecting new talent. Ready to put these insights into practice? Prepare for the upcoming role-play sessions to sharpen these skills.