Most Australian organisations want to foster a culture of inclusivity, but first impression bias can still find its way into the recruitment process, when a considered and deliberate decision is required.

This article explains the reality and risks of our unconscious bias and outlines practical ways you can reduce first impression bias during the hiring process.

What is first impression bias and the inherent risks?

First impression bias is an innate part of our psychological makeup. It helps us fill in gaps of missing information and fast-tracks countless little decisions every day.

Gathering verbal and non-verbal cues, such as age, gender, physical appearance, race, and personality, helps us make quick and unmeasured assumptions with only a small amount of information.

In fact, most studies agree that it takes us less than a minute to determine how we feel about someone.

Unfortunately, our observations of others based on the first impressions we create are usually incomplete and inaccurate.

And because first impression bias influences us to place more weight on information first received than information received later, it’s often the primary cause of most hiring mistakes.

How first impression bias can look in the recruitment process

If we feel positive about a candidate right away, we tend to ask easier questions and favour information that aligns with our good feelings.

But if we feel negatively about a candidate from the start, we’re more likely to ask harder questions and disregard information that conflicts with our negative feelings.

In short, we’re looking to confirm our first impression.

The impact of unconscious biases when hiring

Focusing on a candidate’s presentation during the hiring process rather than their experience or performance puts us at risk of recruiting people who may not be the best or brightest.

But since biases are unconscious, they’re incredibly hard to both recognise and stop.

So, to ensure a diverse and top-performing workforce, it’s crucial to take practical steps to limit the likelihood of first impression bias.

Tips to reduce first impression bias during the hiring process

1. Anonymise CVs and applications

A candidate’s name, CV picture, or home address could influence your opinion more than you realise.

Right from the beginning, either the hiring manager or HR can keep the focus on each candidate’s specific qualifications and talents by anonymising CVs and applications before screening.

What factors on a CV could lead to a biased decision?

Consider removing details such as:

  • Gender
  • Age
  • Race or nationality
  • Home address
  • Photo

TRY THIS: Use an applicant tracking system (ATS), such as BambooHR or JobAdder, to easily screen applications anonymously.

2. Conduct an initial phone interview

If possible, implement a round of phone interviews before any face-to-face meetings.

This tactic reduces the chance of being influenced by a candidate’s non-verbal cues, including:

  • Physical appearance
  • Demeanour
  • Mannerisms
  • Style or clothing choices

What details should you focus on with a phone screening?

Plan your questions in advance to focus on details such as a candidate’s employment history, major accomplishments, and future goals.

Good questions to ask include:

  1. Why are you looking for a new role?
  2. What are your salary expectations for this position?
  3. How are your skills a match for this position?
  4. What challenges are you looking for in a role?

TRY THIS: Keep phone interviews brief – 5 to 10 minutes is enough to cover the basics.

3. Make your interview process standardised

First impression bias can influence the type of questions we ask candidates. That’s why sticking to a script during in-person interviews will limit this.

You can also standardise how each answer will be assessed.

With a clear set of responses and marking criteria, it’s much easier to compare and contrast different candidates after an interview round.

TRY THIS: Develop interview questions when designing the job description, and stick to the interview structure

4. Introduce skills testing

Asking candidates to take a skills test during the interview offers an extra layer of comparative information that can mitigate first impression bias.

Skills tests and situational assessments help ‘level the playing field’ and are an effective predictor of future job performance.

What type of skills test should you use?

  • Work sample, such as writing a sample article on a given topic for a journalist role
  • Question and answer, such as knowledge of Microsoft software for an admin position
  • Problem-solving, such as a coding problem for a web developer role
  • Performance tests, such as speed of typing for a secretarial position
  • Role-playing, such as dealing with a customer complaint for a customer service role

TRY THIS: Use a scoring rubric to easily compare your candidates’ responses.

5. Use a panel of interviewers

As individuals, we’re subjective, making it challenging to avoid first impression bias when hiring alone.

Instead, make the hiring process a collective effort.

Establishing a panel to review each candidate means final decisions will have input from differing perspectives and identities, and less chance of being influenced by first impression bias.

TRY THIS: Delay making a decision on a candidate. Even an extra half hour helps increase objectivity and reduce hiring mistakes.

Where to from here?

While we cannot escape our unconscious bias, using a range of practical measures will significantly reduce first impression bias during the hiring process.

If you’re looking to recruit in Australia, our experienced team of recruitment consultants can help.