A first impression bias definition

When a hiring manager meets a potential candidate, they usually make an immediate, often unconscious assessment. For some, this assessment will influence their opinions and decisions about the candidate going forward; this is the definition of first impression bias.

First impression bias happens quickly, often within a few seconds of meeting a person. It can be influenced by a wide range of factors, from a candidate’s race to the shirt they’re wearing. This split-second opinion can set an overly positive or negative tone for the rest of the interview. If left unchecked, it can take over the entire hiring process.

Why first impression bias matters

When a first impression is attached to biases, it can have unwanted effects on the workplace.

An initial judgment is formed with incomplete data—a few facts from a resume or a seconds-long handshake. Inadvertently using these factors to guide a hiring decision means you may dismiss a qualified candidate or move forward with one that may not perform well in the position.

When hiring decisions are rooted in bias, you risk building a team of people with similar perspectives. Not only can this reduce workplace diversity, but it also risks creating a fully homogenized workforce.

Compared to diverse groups, homogenized teams may have a narrow bank of perspectives to draw from. This can result in reduced creativity and cultural ignorance.

Building a highly diverse workforce opens the door to numerous benefits. In addition to increased innovation, diverse teams also typically boast better problem-solving skills. With a wide range of perspectives at play, projects and campaigns are likely to be stronger. Plus, diversity means team members may be more comfortable sharing their thoughts and ideas with the rest of the group.

First impression bias examples

First impression bias can manifest in many forms. Here some of the most common types that may affect your hiring team.

The halo effect

Everyone has their preferences, but they’re best left behind when deciding who to hire. The halo effect is when positive or negative feelings about one aspect of a candidate influence the assessment of other areas.

If a recruiter sees one attribute of a candidate’s background as extremely positive, they might view all elements through rose-colored glasses. For example, an applicant who attended the same college as the recruiter might seem ideal for the position, despite their lack of necessary experience.

It’s important to note that the halo effect can also go the opposite way, causing a hiring manager to dismiss candidates on the grounds of a perceived flaw.

Herd mentality

If your hiring strategy relies on group deliberation, it’s important to watch out for harmful dynamics. One or two loud voices can overshadow less vocal participants, projecting their views on the entire hiring panel.

Some recruiters may play along with the expressive minority’s perspective to avoid the discomfort of objecting. When this happens, one outspoken person’s first impression bias can affect the whole team.

Framing

First impression bias can cause similar applicants to appear vastly different, even with identical experience and skill levels. Consider two candidates: one who makes eye contact and speaks confidently during an interview, and another who is soft-spoken and appears slightly anxious.

The first candidate’s delivery can make them seem ideal for the role. In comparison, the second candidate’s anxiety may make them appear less competent despite having the same skill set. In this way, the same information can seem better or worse depending on how it’s presented.

True issues arise when first impressions lead recruiters to push for candidates who lack experience but appear capable during a meeting. Let’s say the nervous interviewee from the example above had more experience and skills than the confident candidate. The recruiter’s negative first impression of them could let a worthy addition to the team walk out the door.

When a first impression is less than ideal, it can make quality candidates seem unsuited for the role. And if a first impression is overwhelmingly positive, a recruiter may push for a candidate who may not be right for the whole team.

How to prevent first impression bias in hiring

Though first impression bias can be a powerful force, it’s possible to reduce its effects on your workplace. The six strategies below can help you minimize bias in your hiring processes and build a more inclusive professional environment.

Invest in unconscious bias training

The first step in preventing first impression bias is acknowledging it exists and uncovering it. For many employers, biases exist subconsciously, often going unnoticed despite the negative effects on the organization.

Unconscious bias training can encourage your hiring team to reflect on the biases they might harbor. In recognizing these, recruiters can identify biased thoughts before they influence a hiring decision. Plus, they’ll be better able to implement additional bias-avoiding strategies.

Make your hiring team more inclusive

Small hiring committees are often more susceptible to first impression bias than bigger teams—especially if every member shares a similar background. Making your hiring team larger and more inclusive means each candidate is exposed to a variety of perspectives.

With a wide selection of recruiters evaluating potential candidates, the team could get a more accurate picture of their compatibility with the potential hire. Discussing the hiring decision as a group can open some members’ eyes to biases they were unaware of.

It’s important to give each recruiter the chance to share their thoughts to prevent others from dominating the process. To preserve fairness, consider moderating the discussion and giving each team member a set period of time to speak their mind. That way, the final decision is based on the opinions of the group as a whole.

Be intentional with your job descriptions

Overcoming first impression bias is a lot easier when recruiters have a diverse pool of applicants to interact with. Diversifying potential candidates starts with crafting quality job descriptions.

Word choices and images can influence the type of job seekers who apply for your role. For example, describing a desired applicant while using the “he” pronoun can cause your job listing to be dismissed by anyone who does not identify as male.

Other ways to make your descriptions more inclusive are:

• Splitting candidate requirements into “essential” and “nice to have” sections
• Adding a section that outlines your company’s values and core beliefs
• Avoiding gender-charged titles (for example, say “chairperson” instead of “chairman”)
• Eliminating images that depict homogeneous employees and using images that depict employees from underrepresented backgrounds

Create your job postings carefully, and consider having employees review them for biased language and depictions.

Opt for anonymous application reviewing

First impression bias can start when an employer lays eyes on a candidate’s resume. Names, ages, genders and home addresses can have a greater effect on a recruiter’s opinion than you might realize.

Consider using a masked hiring process if it works for your company. Resume programs can filter out identifying data, leaving only the skills and experience information necessary to evaluate a candidate. This can prevent premature judgment from disqualifying candidates who may be the right fit.

Standardize your interviews

A split-second judgment can lead interviewers to stray into different topics based on how they perceive the candidate. Standardizing your interviews to create a more inclusive interview process can help prevent this, helping to level the playing field for every interviewee.

A standardized interview consists of a prepared set of questions that interviewers should ask in the same order during every meeting. Sticking to roughly the same script can prevent interference with the recruiter’s perception of the given answers.

Using interview scorecards can help standardize the criteria used to evaluate each applicant. After conducting interviews, recruiters can compare scores without taking into consideration personal attributes that could lead to bias.

Incorporate skills tests

Skills tests can give candidates the chance to demonstrate their compatibility with the role outside of a conversational interview format. Results from skills tests can help reduce bias, providing recruiters with an evaluation that hasn’t passed through another person’s perspective.

Strong test results may help the hiring team overcome unconscious biases and reduce the risk of letting a quality candidate pass you by.