‘It is easier to disintegrate an atom than to destroy a prejudice,” said Albert Einstein.
Researching the company, knowing one’s own professional background perfectly, analyzing the job offer, and preparing questions are all crucial points to prepare in advance.
However, these essential points are not always the ones that will win over the recruiter’s heart!
I. UNDERSTANDING COGNITIVE BIASES IN HIRING
Acquiring an understanding of these cognitive mechanisms is a superpower for candidates seeking a new position.
→ WHAT IS A COGNITIVE BIAS?
It is a thought mechanism, a mental shortcut used by our brain to make quick decisions.
In other words, it is a result of how our brain processes information.
These mechanisms help us save time and mental energy by making quick decisions. Cognitive shortcuts are often unconscious, making their identification and understanding even more crucial.
As you can imagine, cognitive biases can be used in everyday life as well as in specific domains: interpersonal relationships, communication, political decision-making processes, medical decision-making, financial decisions, purchasing decisions, and of course… in recruitment!
These cognitive mechanisms are ambivalent: they challenge us, attract us, and sometimes disturb us.
→ They can be used to influence recruiters’ decisions during an interview!
This means you can use them to your advantage by subtly manipulating the process. But beware, always do so ethically.
→ SYSTEM 1, SYSTEM 2: FAST THINKING & SLOW THINKING
As you might have guessed, cognitive effects can lead to judgment errors. To identify, mitigate, or use them wisely, one must first understand how our brain works.
For this, nothing beats the model presented by psychologist and Nobel Prize winner Daniel Kahneman in his book ‘Thinking, Fast and Slow.’
In his book, Kahneman explores the different paths our brain takes to process information and make decisions.
He proposes a distinction between two systems of thinking:
- System 1 (fast thinking)
- System 2 (slow thinking)
So we have two ways of processing information:
- A fast, automatic, effortless way.
It’s an unconscious processing called System 1. - A slow way, requiring reflection and effort.
It’s a conscious processing called System 2.
Thanks to System 1, you can quickly make decisions based solely on your feelings, your instinct.
Examples:
- You decide to taste a food based on its appearance or smell.
- You decide to buy a product based on catchy advertising.
- You decide to turn on your computer as soon as you arrive at the office.
- 2 + 2 = 4.
With System 2, on the other hand, you can make more objective decisions by basing them on a thorough analysis of information and avoiding cognitive distortions.
Examples:
- You analyze different job offers available to choose the one that offers a better balance between professional challenges and quality of life.
- You compare features and prices of different computer brands for a new professional purchase.
- You prioritize tasks of the day by evaluating their importance and urgency.
- 19 x 57 = 1083.
Selecting the best candidate during a recruitment process should be a System 2 choice.
However, in an interview, it is possible to act to appeal to System 1.
How? By using cognitive mechanisms.
II. SUCCEEDING IN YOUR JOB INTERVIEW THANKS TO COGNITIVE BIASES
By referencing Kahneman’s book on thinking systems, it becomes clear that cognitive thinking modes are often the result of fast thinking (System 1) that favors intuitive and automatic responses.
Candidates can learn to use these cognitive subtleties ethically, positively influencing the recruiter’s perception, while remaining authentic.
→ COGNITIVE BIASES TO EXPLOIT DURING AN INTERVIEW
Here are a few to know if you want to create a positive impression with the recruiter.
• Likability Bias
Recruiters naturally tend to favor candidates with whom they feel a connection or are comfortable. You can use this bias by establishing an emotional connection with the recruiter, showing interest in their experiences, or finding similarities.
Concretely:
- Use positive non-verbal expressions: smile, maintain appropriate eye contact, and adopt an open posture throughout the interview. These non-verbal cues can contribute to creating a positive and supportive atmosphere.
- Find common ground with the recruiter or share personal anecdotes that highlight your personality. This can create mutual sympathy that will positively influence the recruiter’s evaluation.
- Bonus: Show empathy. Share past situations where you demonstrated your ability to understand others and consider their feelings and needs.
- Example: “When I was a Manager in my previous job, I organized regular meetings to encourage exchanges / active listening / awareness of such and such subject / which helped to solve problems more effectively.”
• Confirmation Bias
This is the tendency to seek information that confirms our existing beliefs.
During a job interview, this would mean emphasizing your skills or achievements that match the recruiter’s expectations.
Concretely:
- Identify the recruiter’s expectations by studying the job offer and company culture.
- Prepare specific examples of your past achievements that match the skills required for the position.
- Use keywords from the job advertisement to describe your experiences and skills.
- Use positive and confident language to describe your skills and motivation.
- Be consistent in your answers by highlighting your strengths repeatedly.
- Ask targeted questions about aspects of the company that confirm your interest and suitability.
• Anchoring and Adjustment Bias
It refers to our tendency to be influenced by initial information (called ‘anchor’) when making a decision.
Concretely:
- During a job interview, you can strategically use anchoring bias to positively influence salary negotiations.
- For example, instead of mentioning a specific figure for your salary expectation, give a salary range slightly higher than what your interviewer actually expects.
- This can create a higher initial anchor in the recruiter’s mind, which can increase your chances of getting a more advantageous salary during negotiations.
However, it is important that the range remains realistic and based on prior research regarding market salaries. The goal is to highlight your skills while ensuring an honest and transparent negotiation.
• Halo Effect
This bias, also known as the halo effect, occurs when our overall evaluation of a person is influenced by a single positive or negative characteristic.
Positive halo effect : Assuming that the candidate is competent in all areas simply because of their degree from a reputable university.
Negative halo effect : An unconvincing answer to a question can negatively influence the overall evaluation of the recruiter, even if the rest of their skills are strong. Generalizing this weakness to the entire candidate and underestimating their other qualities is an example of a negative halo effect.
Concretely:
- Highlight your strengths.
Identify your most remarkable strengths and consistently emphasize them throughout the interview. This can create an overall positive impression in the recruiter’s mind, which can then influence their evaluation of other aspects of your profile. - Be confident and authentic.
The halo effect can be reinforced if you project confidence and authenticity during the interview. A positive attitude, clear communication, and consistent expression of your motivation can strengthen the overall positive impression you create. - Use positive references.
If you have positive recommendations or testimonials from previous employers, colleagues, or clients, use them to your advantage. - Bonus.
By highlighting impressive skills or achievements early in the interview, you create a halo effect that will positively influence the recruiter throughout the conversation.
III. COGNITIVE EFFECTS & RECRUITMENT: WHAT TO REMEMBER
Most of these effects appeal to System 1 thinking, which is fast, intuitive, and automatic thinking mode. Indeed, many of these mechanisms exploit cognitive shortcuts and quick judgments to make decisions automatically, without requiring conscious cognitive effort.
As you have understood, in job interviews, recruiters are particularly inclined to quickly process information using System 1 thinking.
Recruitment objectives, assessment constraints, and time pressure are factors that can lead recruiters to make quick and unconscious judgments about candidates during interviews.
However, it is important to note that some forms of slow thinking (System 2) can also be affected by cognitive biases, especially when it comes to selective interpretation or confirmation of our own beliefs.
The cognitive mechanisms presented in this article represent only a selection among many other biases that can influence our perceptions and decisions.
Also, it is important to note that these biases do not work in isolation but can overlap and interact with each other, creating complex effects on our judgments and choices.
You now have all the keys to strategically use cognitive mechanisms during a job interview.
While positively influencing the recruiter’s perception undoubtedly maximizes your chances, it is crucial to emphasize once again the importance of ethics when using these biases.
Using cognitive biases ethically means highlighting your true skills, experiences, and qualities while remaining honest and transparent.
Finally, know that there are effective personality tests to help you understand your interlocutor and implement successful strategies. Among the most well-known is the DISC analysis, certified by SP SEARCH, which optimizes interpersonal communication to gain flexibility and efficiency in dealing with your interlocutor.
Remember that the ultimate goal is to find a job that matches your skills and aspirations in a company that values your true worth!
Source:
– HR Barometer 2023 – Wesuggest
