In business, there is a need to be nimble and make quick decisions. Delaying often results in missed opportunities. But to hasten the decision-making process, the human brain takes mental shortcuts and makes deductions. We create social stereotypes about groups of people; beliefs that stem from the need to organize and categorize our social world. The problem is that, while they help with making snap decisions, these blanket judgments are not always fair or logical. They can often be narrow-minded and insensitive. In business, these unconscious biases can undermine a company’s genuine desire to function ethically and morally, and can also miss out on top talent. One common unconscious bias is Attribution Bias… which basically boils down to assuming the worst in others. This can really taint the hiring process.

Here’s why. Continue reading →

People may say that ‘inner beauty’ is what really matters, but the truth is that humans are drawn to outward beauty. And there are a lot of perks that come with being beautiful. But, when it comes to business, recruiting and hiring for beauty is a common and problematic issue. If you’re wondering what could it hurt to hire a job seeker with good looks? It could hurt the company’s bottom line, that’s what.

Here’s why. Continue reading →

Word Count: 1,833Estimated Read Time: 7 Min. The Problems Created by Knowledge Bias and Overconfidence Bias Most people think they know more than they actually do and, as a result, become overconfident.  How do we know that?  Because, when put … Continue reading →

Human beings have so many biases; the ones that we reluctantly admit to having and the unconscious ones that are hidden even from ourselves. In business, these biases are particularly problematic during hiring. It’s hard enough to hire in a tight labor market, but it is made even harder (and more expensive) if we hire the wrong people due to own biases. So it’s important to try to circumvent bias as much as possible. That means not allowing our decision-making to be swayed by personal aversions or pet peeves.

Beware of the Horn Effect Bias. Continue reading →

Ever noticed how the Sales Director, who is an avid golfer, happens to have four direct reports who are also above par golfers? Or how the head of HR, who is an environmentalist, just hired an Assistant Recruiter who worked in HR for Greenpeace? Coincidence? Hardly. In fact, it is actually pretty common. Perhaps you think “It’s perfectly normal to want to work with someone who shares the same passions or values as you. Nothing wrong with that.” You’re right and you’re wrong. You’re right that it is perfectly normal because this is the Halo Effect Bias in action. But you’re also wrong because there’s a lot wrong with that.

Here’s why. Continue reading →

You are biased. That’s not an opinion. It’s a fact. That’s because everyone is at least a little biased. And that is a problem for one reason: bias distorts truth. It interferes with our ability to truly understand the environment around us. One such bias is Expectation Anchor Bias. This hidden bias happens when a first impression or the first data gathered sets the bar for everything else being evaluated. We all suffer from Expectation Anchor Bias and it can be particularly problematic in business, especially when it comes to hiring.

Here’s why and how to avoid it. Continue reading →

With remote work and online applications, any job opening can have hundreds if not thousands of applicants, and not all qualified. Finding the best candidate is like finding the proverbial needle in the haystack. The process can be expensive and time-consuming. So it’s important to get it right. The key is to keep the hiring process fair, impartial, rational, logical and data-driven. Biases need to be kept out. But how, if one natural bias is to let emotions into decision-making process. Some think of it as following their gut, but emotions are easily swayed and highly unreliable. So how do companies keep emotions from leading the way?

Here’s how. Continue reading →

We all have biases. Some are conscious and intentional. Most are unconscious and hidden, even from our own self-awareness. One of the most common unintentional and unconscious biases is confirmation bias… a tendency to accept information that supports, proves or justifies our pre-held beliefs and ideas and ignores any information that doesn’t conform and confirm those views. Unfortunately, we all have confirmation bias. Yes, all. It is unavoidable and not good for companies that are hiring and managing people. Confirmation bias creates blind spots and leads to one-sided thinking. So how does a company overcome this when hiring?

Here’s how. Continue reading →

No company wants to be accused of bias in its hiring practices. Prejudice is bad for business. And many companies go to great lengths to demonstrate fairness in who is hired. Anti-discrimination policies are spelled out and communicated. But, despite every effort, there is bias built into the hiring process of every company. If not conscious bias, then at least unconscious bias is present because it is baked into the human brain. So how can a company successfully recognize and avoid the most common biases in the hiring process? It starts by understanding those hidden biases and then taking steps to mitigate their impact.

Here’s how. Continue reading →

Balance and moderation are boring. There is nothing exciting about equilibrium. Restraint and temperance are neither inspiring nor motivating. There’s no glory in keeping to the middle of the road and avoiding excess. Thrill and excitement is found at the extremes. And yet balance should be everyone’s goal because that’s where happiness and fulfillment are found. But balance is harder to achieve than any extreme workout, any gold medal, or breaking any record that measures endurance, strength, skill or talent. That’s because it requires relentless, quiet attention and perseverance. So how does one achieve and maintain balance?

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