8 Types of Unconscious Bias That May Affect Your Job Search

Unconscious bias works two ways in the interview room.

A candidate walks in and sits opposite their future boss, but somehow something feels “off.”

The uncomfortable feeling persists, but you can’t quite put your finger on it. The role was your dream job on paper, but you aren’t so sure after meeting your boss.

Such gut instincts are often accurate but ask yourself whether there are any elements of unconscious bias on your part. Your judgement could be clouded for a variety of reasons.

Here are eight types of unconscious bias that are worth being aware of when you meet a potential boss during an interview. Try not to let them overly influence your opinions.

8 types of unconscious bias

Confirmation bias. You do not find it easy to make a dispassionate assessment of a role with your dream employer. You have decided in advance that you will be happy there.

Affinity bias. You share similar interests and experiences with your interviewer but having a similar background does not mean they will be a decent boss (or good at their job).

Attribution bias. Few potential employees will resist the temptation to Google their future boss. Be careful not to judge the person at the interview by your social media observations.

The halo /horns effect. In the blur of an interview, it is easy to obsess about one thing that your potential boss said or did (good or bad). Judge the opportunity in its entirely.

Nonverbal bias. We all have preconceived ideas about body language and other non-verbal indicators. We then misinterpret the cues and get the wrong end of the stick.

The contrast effect. Any interview that follows a recent rejection will hold a particular hope, but you may therefore judge it a little too favourably. Retain a sense of balanced judgement.

Gender bias. Come on, be honest with yourself. Do you have a preference in terms of the gender of your future boss? Most of us do, but it should not be a deciding factor.

Ageism. The person sitting opposite you might be younger or older than your ideal boss. Does this make a difference? Almost certainly not. They are there on their merits.

There are a whole other host of other biases that can affect your decision making. 

Deciding on your next role requires a clear head and a practical approach to working out what makes you happy at work. If you let a myriad of unconscious bias cloud your judgement, what matters to you will be obscured.

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This blog is shared with Job Seeker Duetists. 

Written by former recruitment ghostwriter Paul Drury (not AI).