5 Unconscious Biases That May Be Slipping Into Your Hiring Process

In recruitment, we often assume our decisions are based on facts, skills, and experience. But even the most well-intentioned hiring managers can fall prey to unconscious bias. These biases are subtle, automatic judgments we make based on our own background, experiences, and societal influences. Left unchecked, they can undermine diversity efforts and cause businesses to miss out on top-tier talent.

At Shape IT Recruitment, we work with companies every day who are eager to build inclusive and high-performing teams. One of the first steps in doing that is recognizing and addressing bias where it may be hiding. Here are five common unconscious biases that might be slipping into your hiring process without you even realising it.

1. Affinity Bias

Affinity bias is the tendency to favor candidates who share similar backgrounds, interests, or experiences. Maybe they went to the same university as you, play the same sport, or remind you of yourself early in your career. While it might feel like a “good fit,” affinity bias often leads to homogenous teams that lack fresh perspectives.

The solution is to focus on structured, skills-based evaluations rather than cultural similarity. Ask yourself whether you’re hiring for actual value or simply for comfort and familiarity.

2. Name Bias

Studies have shown that candidates with names perceived as ethnic or unconventional are less likely to be called in for interviews compared to those with more common, Anglicised names, even when their qualifications are identical. This type of bias can creep in during CV screening, especially when hiring is rushed.

One way to reduce name bias is to anonymise CVs during the initial screening process. Focus first on relevant skills, experience, and achievements, leaving names and photos out of the equation until later stages.

3. Gender Bias

Even in 2025, gender bias persists, particularly in tech roles. Certain job descriptions can unintentionally appeal more to one gender over another. Words like “dominant,” “competitive,” or “rockstar” tend to attract more male candidates, while more collaborative language is often more inclusive.

Using gender-neutral language in job ads and structured interview questions can help. Also, ensure that interview panels include gender diversity when possible to avoid one-dimensional perspectives on candidate fit.

4. The Halo Effect

The halo effect occurs when one strong quality, like a prestigious company on the CV or a confident communication style, overshadows the rest of the candidate’s profile. You may overlook red flags or weaker areas simply because of one standout trait.

To counter this, build a consistent scoring system for interviews. Evaluate all candidates against the same criteria to ensure you’re seeing the full picture, not just the one glowing highlight.

5. Confirmation Bias

Confirmation bias means interpreting information in a way that confirms your existing beliefs. If you start an interview expecting someone to be great (or poor), you may subconsciously steer the conversation to prove yourself right.

Avoid this by approaching each candidate with a neutral mindset. Use a structured set of questions for all interviews, and have at least two people involved in the evaluation process. Diverse opinions help balance any one person’s assumptions.

Why It Matters

Unconscious bias doesn’t just affect individual hires. Over time, it shapes the makeup of your teams, the dynamics within your organisation, and the diversity of ideas and innovation you’re able to generate. Companies that actively work to reduce bias in hiring not only build more inclusive workplaces but also gain a competitive edge in attracting and retaining top talent.

At Shape IT Recruitment, we help clients build hiring processes that are fair, inclusive, and designed to surface the best talent across the Dynamics 365 and tech space. From job ad optimisation to candidate screening, we can support your team in making more balanced, informed hiring decisions.

If you’re looking to review your current approach or want to explore how to build more inclusive recruitment practices, get in touch. We’re happy to talk through your challenges and share what’s working in today’s market. Contact us here