Recruiter biases: how to face them and improve your chances of getting hired

A bias is defined as “an inclination or prejudice for or against one person or group”. All humans have biases. It’s normal and happens automatically as your brain tries to quickly categorize information.

Recruiters have biases that can affect the outcome of a job interview. These biases are often unintentional, but they can be detected and used to your advantage.

Some recruiters might not even realize that they are being biased. It is important for job seekers to be aware of these biases so that they can try to work around them and avoid the negative impacts of these biases.

Here are 4 different types of biases you might face during job interviews:

1. First impression

The first impression is a crucial one. If you want to get the job, you have to make the best of the first impression.

A recruiter has a lot on their mind when they meet with a candidate for the first time; they are trying to decide whether or not this person is going to be a good fit for their company.

It is important for candidates to know that this could happen and be prepared for it. Here are some key ways to create a great first impression:

– Do your research: Show that you’ve done your homework and are really interested in the company.

– Prepare: Practice your answers for interview questions and build up your confidence. 

– Be friendly: Smile and make eye contact with the interviewer.   

– Show enthusiasm: Be positive and express your excitement for the job. 

– Ask questions: Show interest in the company and what they offer as an employer.

2. Memory

In general, you’re more likely to remember someone you met last week than someone you met a month ago. This happens to recruiters with candidates. 

They remember the last candidates they interviewed rather than the first ones, and therefore they might be more likely to continue the process with the last ones. 

This is why you have to find ways to help recruiters remember you. These can include:  

– Following up with recruiters: Send recruiters a thank-you email. Use this opportunity to thank them for their time and also to bring up a joke or common interest from the job interview. 

– Showing your personality in the job interview: The job search is not just about what you know, it’s also about who you are. Recruiters also want to see if you are a good fit for the company.

– Creating an online presence: Be active online and share information about your sector. Remember to engage in conversations, add your own points and thoughts. 

– Making a personal connection: Once you learn your interviewer or recruiter’s name, call them by it a few times as this helps create a connection that will make them more likely to remember you. 

– Making it easy for them to find you: Use the right keywords on your LinkedIn, social media profiles and CV. 

– Having a portfolio: Showcase your work! Include anything relevant that will help you stand out from the crowd.

3. Halo effect

One of the most common types of bias is the halo effect. This is a bias that causes people to make decisions based on an overall impression of a person. 

For example, you may know one positive attribute about someone and this leads you to believe that they are more competent in other areas than they actually are. This basically means that you over-rely on a first impression and can result in poor judgment. 

When it comes to job interviews, the halo effect can be a big problem. The interviewer might make a decision on the candidate based on one thing they said or did during the interview.

4. Shared interests

Recruiters can also be biased by the shared interests they have with the candidate. They might be more likely to hire someone who shares their hobbies and interests because they have a bond with them. It’s important to note that this bias is not intentional and it can happen unintentionally.

Recruiters may also be more likely to remember those who seem like a better fit with their company culture or those who seem like a good match for their team’s personality – even if these assumptions are wrong. 

This can lead to unfair decision-making since some people may be overlooked just because they don’t mesh well with what recruiters assume.

This is why it is important for you, as the interviewee, to share part of your personality and what your interests are, not just what you think will impress the recruiter.

 

💡Potential employers won’t spend much time looking at your resume so it needs to quickly answer some key questions. Discover what things recruiters are looking for on your CV. Read more here →