Definition: Contrast bias (contrast effect)
The Contrast Bias — also known as contrast effect — describes the tendency not to judge a person or a performance in isolation, but in comparison with previous or subsequent persons. As a result, objective criteria recede into the background and judgments are strongly influenced by direct contrast with others.
Examples of contrast bias
Sound familiar?
After a particularly weak interview, the next candidate appears exceptionally competent — although, objectively speaking, she is only doing on average. Conversely, a good candidate appears less convincing when he comes right after an outstanding person.
What is the reason for that?
That is due to contrast effect
A person's performance is assessed on the basis of the performance of the previous or subsequent person. A phenomenon that occurs in hiring, especially on days full of job interviews or resume checks. Here, the assessment criteria are no longer objective, but influenced by the impression of the predecessor or successor (Voss, 2014).
That means that the chances are better if the other person has performed negatively, and vice versa. The stronger the contrast between a person's impression and that of his or her predecessors or successors, the stronger the effect. As a result, the standard is constantly and unconsciously adjusted.
There is a risk that really suitable candidates will not be identified, while less suitable candidates slip through as a result of the resulting gap (Platts, 2020).
What else is a bias? We explain:
A bias generally describes a systematic distortion in human perception, thinking, or behavior. It is a type of “mental abbreviation” or bias that subconsciously influences our judgment and decision making.
These distortions can result from personal experiences, cultural influences, emotional states or evolutionary thought patterns. While they often help us make quick decisions, they can also lead to miscalculations and irrational decisions.
Other examples of biases in the HR process include:
- Confirmation Bias: The Confirmation Bias
We prefer information that supports our existing point of view and ignore conflicting information. - Primacy Effect: The First Impression Mistake
The first impression has a disproportionate influence on the overall assessment and is difficult to change. - Halo & Horns Effect: Distortion due to individual features
A single positive (halo) or negative (horn) aspect outshines a person's entire perception. - Affinity Bias (Mini-Me Effect): The Similarity Flaw
People who are similar to us are automatically rated more positively. - Status quo bias: favoring the existing
Existing conditions are preferred over changes, even if they would be beneficial. - Stereotypes, Gender, or Racial Bias
Unconscious prejudices against marginalized groups influence decisions. - Illusory Correlation: The Perception of False Connections
False assumption of relationships between independent properties. - Conformity Bias: The Adjustment Mistake
Adapting one's own decisions to group opinions due to fear of negative evaluation. - Overconfidence Bias: The Trap of Overconfidence
Overestimation of one's own judgment and excessive reliance on “gut feeling.”
Identifying our own biases is the first step towards being able to make more aware and more objective decisions within personnel selection.
How structured pre-selection helps avoid this distortion is shown by Aivy's assessment procedures.
This effect is one of 17 patterns that shape hiring decisions. The overview is in Unconscious Bias in Recruiting.
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