Definition: Illusory Correlation (perception of false connections)
Illusory Correlation — also known as illusory correlation — describes the tendency to see a connection between two characteristics, even though this does not actually exist. This distorted perception can lead to making baseless assumptions that affect our judgment.
Examples of illusory correlation
Do you know that?
You've forgotten your lucky charm and are convinced that your job interview will go poorly because of it. In reality, the lucky charm has no effect on your performance — but your brain links two independent events together.
In recruiting, this effect can have more serious consequences: A recruiter could assume that applicants from a particular university are particularly competent, even though there is no statistical evidence for this. Candidates could also be associated with certain skills or deficiencies due to external characteristics — completely independent of their actual qualifications.
What is the reason for that?
This is due to the Perception of false connections
In this case, it is assumed that an identified factor must be related to another. Not bad for lucky charms. In hiring, however, illusory correlation can help perpetuate stereotypes.
It will be a An illusory connection was established between a quality of talent and a competence. Based on this assumption, the suitability for the respective vacancy is then assessed (Platts, 2020).
In fact, such an approach appears supposedly rational and well-founded. Yet it is the complete opposite and a result of unconscious erroneous relationships in the thought processes.
For example, it is assumed that Asian people are good at math or that black people have a particular gift for sports. This Assumptions are based on stereotypes and thus reinforce prejudices and discrimination.
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/Racial Bias
Unconscious prejudices against marginalized groups influence decisions. - Conformity Bias: The Adjustment Mistake
Adapting one's own decisions to group opinions due to fear of negative evaluation. - Contrast Bias: The Contrast Effect
Evaluation of a person in direct comparison with previous or successor rather than according to objective criteria. - 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 becoming more aware and more objective decisions within personnel selection to be able to meet.
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.
