Definition: Status quo bias (favoring the existing)
The Status Quo Bias describes the tendency to prefer existing conditions over change — even if, objectively speaking, an alternative would be more advantageous. Change is often perceived as risky, while the status quo provides security and familiarity.
Examples of status quo bias
Sound familiar?
Although a candidate is suitable, you decide based on your gut feeling. Something tells you that the person just wouldn't fit in with the team.
What is the reason for that?
This is due to the Preference for the existing
This bias particularly influences selection decisions that are supposedly out of the ordinary. It is the tendency to prefer the current state of affairs over change.
This is based on the phenomenon that the status quo is perceived as good and desirable — simply because it already exists (Eidelman & Crandall, 2012). The result is the famous gut feeling.
The power of habit hinders the will through change to create better conditions for everyone (Zeckhauser & Samuelson, 1988). You therefore subconsciously choose candidates who are similar to the current workforce, usually for irrelevant criteria such as skin color or gender (Johnson et al., 2016).
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. - Conformity Bias: The Adjustment Mistake
Adapting one's own decisions to group opinions due to fear of negative evaluation. - Stereotypes/Gender/Racial Bias
Unconscious prejudices against marginalized groups influence decisions. - Illusory Correlation: The Perception of False Connections
False assumption of relationships between independent properties. - 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.
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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