Sound familiar?
Several candidates have applied for a new role in innovation management, and you're already finding it hard to remember the third one.
What is the reason for that?
This is due to the recency effect
This bias means that we attach greater importance to current events than past events. He appears in hiring when HR managers need to process a large amount of information.
For example, with many job interviews in one day, it can be difficult to remember all candidates. It may be that the decision is more likely to fall on the person who was last spoken to. Although, from an objective point of view, another person would have been a better fit for the job.
A A structured interview with an objective basis for evaluation can prevent bias.
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.
