The world is more connected now than ever. This cognitive partiality had an evolutionary advantage as human beings could only trust people similar to themselves, and an outsider was viewed with suspicion. We look for connections with people based on trust. In this type of bias, people favour those similar to themselves. Types of Bias #5: Affinity BiasĪffinity bias is prevalent in many organizations. ![]() ![]() The anchoring bias is a dangerous interpretation of the first impression being the last impression. It can also be discriminatory when we stereotype a person based on their race, accent, or background. The anchors can be as simple as an idea by a coworker. This type of bias then affects all our subsequent decisions. We give disproportionate weight to our first impressions and thoughts. The first line of information we receive ‘anchors’ us to a specific decision. Types of Bias #4: Anchoring BiasĪnchoring bias is a heuristic in which people make decisions with limited information. By supporting data-driven HR decisions, this type of bias can be kicked to the curb. Human beings try to use their own experiences in place of data available because it resonates with them. Out of all processes in an organization, HR is the most susceptible to the availability heuristic. For example, if HR has to resolve a conflict in the workplace, they might take sides unconsciously based on recent events when they should be treating each situation independently. While doing that, they may be influenced by the information their brain can recall at that time. Many times, HR personnel need to make quick decisions. We make decisions based on this easily available data even if it is incomplete. We use the information we can recall easily to make decisions. Types of Bias #3: Availability Heuristicĭecision-making is affected by our tendency to stick to the information and ideas we already have. ![]() This can have serious implications as confirmation bias types restrict managers from making rational decisions. In a meeting, they will agree with the people who share their interpretation and ignore the rest. It is characterized by our tendency to recall and search for information that confirms or supports our beliefs and values.įor example, managers might feel more inclined towards a particular idea. Types of Bias #2: Confirmation BiasĬonfirmation bias is one of the most significant types of bias in the workplace. We can see that many entrepreneurs revised their estimation later and pretended they knew all along. This study is a classic example of hindsight bias. Only 58% said that they thought their startup would succeed. They were asked the same question after their startups failed. ![]() Nearly 78% of them believed that their startup would do well. In a study by the BBC, founders of several companies were asked if they think their startup will succeed. We rearrange our thoughts and judgements after an incident and pretend that we knew how everything was going to turn out all along. This leads people to think that they can predict events accurately. 10 Types of Bias in Action Types of Bias #1: Hindsight BiasĪlso known as the “knew-it-all-along” phenomenon, Hindsight Bias is characterized by our tendency to convince ourselves that we predicted an event before it actually happened. To rephrase, a cognitive bias is the water that distorts our reality into something close to the truth, but not quite it. We’d all like to believe that every step we take is taken with complete objectivity but that isn’t always true. Our brain has a way of tricking us into believing things that may not accurately reflect reality.Ī cognitive bias is a way our mind tricks us into believing something based on our preconceptions, past experiences and other social factors. 3.7 The Impact of Cognitive Biases on The Hiring Process What is a Cognitive Bias?
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