Sound familiar?
Are you the kind of person who can win almost anyone over? Then you might be especially quick to notice when a candidate comes across as more introverted or reserved in a job interview – after all, in your view, everyone should have an open, outgoing manner!
What is the reason for that?
This is due to the Idiosyncratic rater bias
This bias influences our evaluation of performance based on personal standards of success or failure. In other words: We are generally unreliable when it comes to evaluating other people.
Studies also show this: For example 60% of a manager's rating reflects the manager themself rather than the candidate they are evaluating. A manager who has excellent marketing skills, for example, places higher demands on this skill and assesses team members more rigorously for this skill.
Sources
- Wells FL. (1907). A statistical study of literary merit. (Columbia Univ. Cont. to Phil. & Psych., 16, 3.). Archives of Psychology, 7, 5–25.
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.
Make a better pre-selection — even before the first interview
In just a few minutes, Aivy shows you which candidates really fit the role. Beyond resumes based on strengths.
