9. Cognitive Biases in Recruitment, Selection, and Promotion: The Risk of Subconscious Discrimination

This chapter reviews the extant literature regarding the existence of implicit bias in key selection, recruitment, and promotion decision-making processes. It includes an analysis of the impact of stereotyping on screening of resumes, in-group bias in interviews, the impact of stereotype threat on candidate performance, and interviewer confirmation bias. This substantial body of evidence suggests that to tackle discrimination caused by implicit bias in the modern workplace, a different approach is needed. These subtler, deeper routed forms of discrimination require subtler and deeper-routed interventions. Instead of attempting to ‘outlaw’ implicit bias, its motivational underpinning must be addressed, along with the cultural factors, which may trigger or maintain the beliefs and attitudes underpinning the bias.