Over the last few months, we’ve looked at how a multitude of unconscious biases – the ones we don’t know we have – affect the hiring and management process. But, among all of the biases in hiring and management, one of the most common now — thanks to rise in remote work — is Proximity Bias. Proximity Bias is all about familiarity, and despite the saying, familiarity does not breed contempt.

Here’s why. Continue reading →

In business, there is a need to be nimble and make quick decisions. Delaying often results in missed opportunities. But to hasten the decision-making process, the human brain takes mental shortcuts and makes deductions. We create social stereotypes about groups of people; beliefs that stem from the need to organize and categorize our social world. The problem is that, while they help with making snap decisions, these blanket judgments are not always fair or logical. They can often be narrow-minded and insensitive. In business, these unconscious biases can undermine a company’s genuine desire to function ethically and morally, and can also miss out on top talent. One common unconscious bias is Attribution Bias… which basically boils down to assuming the worst in others. This can really taint the hiring process.

Here’s why. Continue reading →

People may say that ‘inner beauty’ is what really matters, but the truth is that humans are drawn to outward beauty. And there are a lot of perks that come with being beautiful. But, when it comes to business, recruiting and hiring for beauty is a common and problematic issue. If you’re wondering what could it hurt to hire a job seeker with good looks? It could hurt the company’s bottom line, that’s what.

Here’s why. Continue reading →