\u201cWe want the best talents \u2013 regardless of gender, background or age.\u201d Such statements are frequently found in employer branding and HR communications. And, in our view, there is no reason to doubt the sincerity of the corporate philosophy behind them.<\/p>\n
However, many selection processes are vulnerable to bias \u2013 unconscious distortions that systematically influence decisions. This applies not only to interviews, but also to observations in Assessment or Development Centres and even to the interpretation of psychometric test results.<\/p>\n
What bias can lead to:<\/strong> Research shows that such biases significantly reduce the validity of selection decisions (e.g. Schmidt & Hunter, 1998; Tversky & Kahneman, 1974).<\/p>\n What helps to mitigate bias? Three evidence-based measures:<\/strong><\/p>\n The conclusion? Our recommendation to HR responsables: Do not rely on processes that merely feel<\/em> fair. Design selection procedures that are structurally fair.<\/p>\n","protected":false},"excerpt":{"rendered":" \u201cWe want the best talents \u2013 regardless of gender, background or age.\u201d Such statements are frequently found in employer branding and HR communications. And, in our view, there is no reason to doubt the sincerity of the corporate philosophy behind them. However, many selection processes are vulnerable to bias \u2013 unconscious distortions that systematically influence…<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[65],"tags":[143,111,113],"class_list":["post-57378","post","type-post","status-publish","format-standard","hentry","category-news","tag-hr","tag-managerberater-en","tag-people-development"],"yoast_head":"\n
\n\u2013 Similarity bias:<\/em> People who resemble us appear more competent.
\n\u2013 Gender bias:<\/em> Women\u2019s leadership potential is often assessed more critically.
\n\u2013 Halo effect:<\/em> A strong first impression overshadows everything that follows.
\n\u2013 Confirmation bias:<\/em> We unconsciously seek information that confirms our prior assumptions.<\/p>\n\n
\nIdentical questions, clear criteria and evaluation based on defined rating scales
\n(see Campion, Palmer & Campion, 1997)<\/li>\n
\nCombining behavioural simulations, psychometric testing and structured interviews
\n(see Schuler & H\u00f6ft, 2007; Lievens, 2017)<\/li>\n
\nTraining in bias awareness and sound evaluation logic
\n(see K\u00f6nig et al., 2010)<\/li>\n<\/ol>\n
\n<\/strong>Fairness is not merely a matter of intent. It is the outcome of diagnostic excellence \u2013 and of structures designed to actively prevent bias.<\/p>\n