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Cognitive biases are mental distortions that affect our judgement, often unconsciously. In the selection process, these biases can lead to wrong choices, influenced by factors such as gender, ethnicity or age.
Artificial intelligence can help to overcome these barriers by ensuring that only competency-based assessment takes place.

SELECTION AND BIAS: POTENTIAL HARM

Avoiding bias ensures that selection is based solely on merit and competence, allowing the ideal candidate to be identified and a successful team to be built. Conversely, allowing unconscious bias to influence selection can have a number of detrimental effects on both the quality of the hire and the growth of the organisation:

• Loss of Talent→ Unconscious bias can lead to the exclusion of highly qualified candidates simply because they do not fit into predefined patterns. The result? Missed opportunities and less innovation.
• Compromised Employer Branding→ a perceived unfair selection process can damage the company's reputation and reduce the attractiveness of the brand to top talent.
• Negative internal climate→ when employees perceive favouritism or non-meritocratic selection, morale and engagement fall, with a direct impact on business performance.

THE MAIN BIASES TO MONITOR

To ensure a fair and objective selection process, it is crucial to identify and reduce some common biases:

• Anchoring bias→ Excessive influence of the first data or impression received, which can lead to unbiased decisions.
• Confirmation bias→ the tendency to seek and value information that confirms one's own ideas, ignoring elements that might provide a more balanced view of the candidate.
• Affinity bias→ Unconscious preference for candidates who share similarities or common interests over those who are different.

Want to streamline your recruitment process and reduce bias? Learn how AI and recruiting can work together for effective and unbiased selection.

ECOSAGILE RECRUITING: RECRUITING TALENT WITH AI

Artificial intelligence in recruitment helps reduce bias by analysing data. Software compares candidates' skills against requirements without subjective influences. By combining automation with human judgement, the process becomes fairer, more transparent and more meritocratic.

EcosAgile Recruiting integrates artificial intelligence at every stage of the selection process, significantly simplifying and improving the entire process. Two advanced tools offer tangible benefits to reduce bias and speed up recruitment:

• AI Match→ This tool automatically matches candidates' skills, experience and keywords with the specific requirements of open positions. By reducing the influence of first impressions or biases, AI Match focuses exclusively on objective data and competencies, ensuring that the selection of candidates is based on transparent and non-subjective criteria.
• Semantic Search→ Using advanced natural language processing techniques, Semantic Search analyses CVs to identify the most suitable candidates based on the required competencies. This process eliminates the risk of biased selection due to personal preferences or unconscious bias, ensuring that selection is based solely on the match between skills and job requirements.

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