The effect of biases in decisions taken by recruiters

Abstract

Purpose: The purpose of this study is to gain a deeper understanding of how recruiters make decisions and to understand if there are any possible biases in their decisions. Design: The qualitative approach was deemed most appropriate given the nature of the study of decision making and biases. Moreover, the researcher conducted thirteen face-to-face semi structured interviews and think-aloud studies with recruiters from the private sector and the public sector. Findings: The main findings indicated that from the biases studied mainly stereotyping bias, confirmation bias and in-group bias, all the recruiters’ made biases in their decision making in recruitment. Whether these biases are done consciously with the aim of culture fit or unconsciously, they must be mitigated to safeguard talent in the labour market. Conclusion: From this study, it was concluded that biases were associated mostly with experienced recruiters and female recruiters. On the other hand, from the main three biases studied, all the recruiters had an element of stereotyping bias in their decisions. Value: The contribution of this research is that a deeper understanding will be provided of decision making in recruitment and will assist in creating more equitable workplaces. In addition, it provides the general public an understanding of the recruitment process and the decision-making process when recruiters choose candidates for a role.