Conceptual Approach to Selection Bias and its Impact on Recruitment Practices

Abstract

This article explores the conceptual approach to understanding biases in recruitment processes. It focuses on the role of similarity attraction, social identity theory, and the relational demography theory in shaping hiring decisions. It discusses how cognitive limitations often influence decision-makers. This may lead to biased choices and consequently perpetuate homogeneity within organizations. Thus, the workforce diversity may be affected. In this spirit, the paper highlights the significance of diversity in recruitment and its impact on organizational success, innovation, and overall productivity. Therefore, this article emphasizes the need to manage biases and enhance fairness in hiring practices. Organizations are being advised to promote diversity, equity, and inclusion by using more impartial and inclusive hiring practices. The study highlights the significance of proactive diversity management in globalized businesses and provides information on how employers may use inclusive recruiting practices to capitalize on the potential of their candidates and staff.

Keywords

• similarity attraction bias
• recruitment bias
• bias mitigation strategies
• diversity and inclusion
• equitable hiring practices
• organizational performance