Understanding and reducing unconscious bias in recruitment

Creating a fair, inclusive, and effective recruitment process is essential for any organisation looking to attract and retain the best talent. While most employers are committed to hiring objectively, unconscious bias can unintentionally influence decisions at every stage of the hiring process – from writing job descriptions to interviewing and shortlisting candidates.  

Our brains process around 11 million pieces of information every second, and around 90% of our decisions are made without us even knowing it. To cope, we rely on cognitive shortcuts built from our past and present experiences. However, these shortcuts can impact how we evaluate candidates, leading to unconscious bias in the recruitment process.  

This resource outlines what unconscious bias is, how it surfaces in recruitment and how it can potentially impact decision-making.  Here we outline some practical steps that employers can take to reduce its impact.  

What is unconscious bias?  

Unconscious bias refers to the automatic, unintentional attitudes or stereotypes we hold about individuals or groups of people. These biases are shaped by our background, experiences, and social context – and they can influence decisions without us even realising.  

In recruitment, unconscious bias can affect:  

• How job adverts are written. 
• Which CVs are shortlisted. 
• First impressions at interview stage. 
• How interview performance is perceived. 
• Who is offered the job.  
• How potential, talent, and ‘fit’ are evaluated.  

Understanding unconscious bias is the first step towards overcoming it.  

Every time you evaluate a candidate’s suitability, your social background, personal and cultural values, education and life experiences influence your reasoning. You’re also drawing on the biases you’ve absorbed from others around you.  

Add to this the pressures to make potentially fast hiring decisions, and it becomes even easier to rely on instinct rather than evidence. Studies consistently show that interviewers are more likely to favour candidates who:  

• Look or sound like them e.g. social fit.  
• Come from similar backgrounds.  
• Share similar interests. 
• Have similar education or work histories.  

This can unfortunately disadvantage candidates who don’t fit your subconscious (or sometimes conscious) view of what a ‘good candidate’ looks like. We often believe we’ve made a completely objective decision – when in reality we haven’t.  

Recognising these responses is essential so we can prevent high-quality talent from slipping through the net.  

Common types of unconscious bias in recruitment  

To reduce bias, employers must first understand the forms it can take. Here are some of the most common biases that influence recruitment decisions.  

Affinity bias: 

Favouring people who remind you of yourself or who share similar interests, backgrounds, or experiences.  

Beauty bias: 

Assuming attractive people are more competent, capable or trustworthy. This can influence perceptions of professionalism or suitability without any evidence. 

Contrast bias:  

Comparing candidates against each other rather than against the job criteria. A strong candidate who interviews early can make an average candidate seem weaker than they actually are (and vice versa).  

Halo and horns effect: 

Allowing one strong trait (halo) or one negative trait (horns) to disproportionately influence your whole assessment of a candidate.  

Non-verbal bias:  

Judging candidates based on body language, posture, tone, or eye contact – often influenced by cultural norms, neurodiversity, or personality differences. 

How unconscious bias affects hiring outcomes 

Unconscious bias can influence recruitment decisions in subtle but significant ways. When biases go unchallenged, organisations can unintentionally narrow their talent pools and limit diversity across teams. This has a direct impact on innovation, creativity, and overall organisational performance.  

Some of the most common consequences include: 

• A lack of diversity at all levels of the organisation. 
• High-calibre candidates being overlooked. 
• Teams becoming less innovative or adaptable.  
• Increased risk or disengagement and turnover.  

In the long term, unaddressed bias can also pose compliance and reputational risks, especially for employers who work within regulated or public-facing sectors. Acknowledging the problem is the first step toward building a fairer and more objective hiring process.  

Practical ways employers can reduce unconscious bias  

Reducing unconscious bias required consistent, intentional action throughout the recruitment journey. While there is no single solution, employers can make meaningful progress by re-evaluating how decisions are made and creating a more structured and transparent approach.  

Standardise and structure inclusive recruitment processes  

One of the most effective ways to limit bias is to bring consistency to every stage of recruitment. Structured interviews with agreed-upon questions (skills and competency-based) and scoring systems can help ensure all candidates are assessed according to the same criteria. This reduces the likelihood that instinct or ‘gut feeling’ – which often stems from unconscious bias – will influence hiring decisions. 

Review job descriptions for inclusive language 

The words used in job descriptions have a powerful impact on who feels encouraged to apply. Employers should regularly review job adverts to ensure they: 

• Use gender-neutral and inclusive language. 
• Focus on essential skills rather than overly long wish lists. 
• Avoid jargon that could exclude candidates from different backgrounds. 

At Sellick Partnership, we work closely with clients to refine job descriptions so they resonate with a broad and diverse range of candidates. 

Consider anonymised shortlisting 

Removing personal identifiers such as names, postcodes, and educational institutions from CVs can help decision-makers focus solely on a candidate’s relevant skills and experience. While anonymised recruitment doesn't remove all bias, it creates a more level playing field at the early stages of hiring. 

Build diverse hiring panels 

A hiring panel made up of people with different experiences, backgrounds, and perspectives can significantly reduce the influence of individual bias. Diversity in the decision-making process encourages challenge, reduces ‘group think,’ and provides a more balanced evaluation of each candidate. 

Provide training and encourage self-reflection 

Unconscious bias training is an important tool in helping hiring managers recognise their own automatic assumptions. Training encourages people to: 

• Slow down decision-making. 
• Question first impressions. 
• Assess candidates against evidence rather than instinct. 

More importantly, it promotes continuous self-reflection – an essential skill for anyone involved in recruitment. 

Work with specialist recruiters 

Partnering with experienced recruiters such as Sellick Partnership can help ensure hiring processes remain objective and inclusive. Our Consultants are trained to identify bias and support clients with fair shortlisting, diverse sourcing strategies, and skills-based assessments. 

By working collaboratively, employers can gain access to wider talent pools and make more informed hiring decisions. 

Building a more inclusive hiring culture 

Developing an inclusive approach to recruitment is an ongoing journey rather than a one-time initiative. Employers who actively recognise and challenge unconscious bias benefit from stronger, more diverse teams and improved organisational performance. 

When hiring managers understand how their brains naturally make quick, automatic decisions – and take steps to control these instinctive responses – they create better outcomes for candidates and for the business. An inclusive culture not only attracts wider talent but also supports long-term retention, engagement, and success. 

How Sellick Partnership can support you 

At Sellick Partnership, we are committed to helping employers create fair, inclusive and objective recruitment processes. Whether you are looking to refine your job descriptions, introduce structured interviews, or build more diverse shortlists, our team is here to support you. 

If you’d like to strengthen your recruitment strategy or discuss inclusive hiring in more detail, our specialist Consultants are ready to help. Get in touch with us today.