Addressing Unconscious Bias in IT Recruitment

Acclaim/Blog/Articles/Addressing Unconscious Bias in IT Recruitment
  • 11 minutes of reading
  • Comments icon

Unconscious bias in IT recruitment perpetuates systemic inequalities and stifles diversity in the tech industry. By implementing bias-aware hiring practices and fostering inclusive environments, we can unlock the full potential of talent and drive innovation forward.

Person trying to avoid unconscious bias in IT recruitment

Let’s delve into the pervasive issue of unconscious bias within IT recruitment. From its subtle manifestations to its profound impacts, we explore why it persists and, more importantly, how we can actively combat it. Join us as we navigate through the complexities of bias in hiring, uncovering strategies, and best practices to foster a more inclusive and equitable IT workforce. It’s time to confront the biases that hinder progress and embrace a future where diversity is not just a goal but a fundamental pillar of success in technology.

What is unconscious bias?

Unconscious bias also called implicit bias describes subconscious attitudes in which people perceive others and how they see themselves. Subconscious thoughts are often not as well-organized as coherent thoughts but are highly influential and affect individual emotional and rational responses.

Furthermore, unconscious bias at work refers to a human tendency towards making opinions without having sufficient information about other workers. Biases can arise from stereotypes or preconceptions. Unconsciously biased behavior happens in the absence of prejudice.

5 types of unconscious biases

Let’s go over the 5 different types of unconscious biases that exist throughout the hiring process.

Confirmation Bias

Confirmation bias is a cognitive bias wherein people search for, interpret, favor, and recall information to confirm their preexisting beliefs or hypotheses. Essentially, it’s the tendency to look for evidence that supports what we already believe and ignore or dismiss information that contradicts those beliefs.

Confirmation bias can occur in various aspects of life, from personal relationships to professional decision-making. Understanding confirmation bias is crucial because it can lead to errors in judgment, flawed decision-making, and hindered critical thinking. Being aware of this bias can help individuals approach information more objectively, seek out diverse perspectives, and consider alternative viewpoints before concluding.

An example of confirmation bias during the recruitment process is:

In the recruitment process, confirmation bias may occur when a hiring manager, like Sarah, favors a candidate who shares similarities with them, such as hobbies & interests. Sarah focuses on these similarities, overlooking potential weaknesses in the candidate’s application.

During the interview, she asks questions that confirm her initial positive impression. Ultimately leading her to hire the candidate despite potentially more qualified applicants. This bias results in a subjective evaluation of candidates rather than an objective one.

Affinity Bias

Affinity bias refers to the tendency of individuals to favor others whom they perceive as similar to themselves in some way, whether it be in terms of background, interests, or experiences. This bias can influence decision-making processes such as hiring, promotions, and team assignments, often leading to unfair advantages for those who share characteristics with the decision-makers.

In IT recruitment, affinity bias can manifest in various ways. For instance, a hiring manager might unconsciously prefer candidates who come from the same alma mater or have a similar technical background as themselves. They might feel a greater sense of connection or trust with these candidates, even if they may not necessarily be the most qualified for the role.

Additionally, affinity bias could lead to favoritism towards candidates who share personal interests or hobbies with the hiring team, overlooking the importance of technical skills and experience required for the position.

As a result, this bias can hinder diversity and inclusion efforts within the IT industry, perpetuating homogeneity within teams and limiting opportunities for underrepresented groups.

Job interview and candidate selection for employment. Halo effect based on charismatic candidate

Halo Effect

The halo effect is a cognitive bias where an individual’s positive qualities in one area influence our perception of their overall character or abilities. In terms of unconscious bias, the halo effect can lead us to overlook flaws or shortcomings in someone we perceive positively, often based on superficial characteristics such as physical attractiveness, charisma, or perceived competence in one domain.

This bias can result in skewed judgments, as we tend to attribute positive traits to individuals we admire, even when those traits are unrelated to the specific context at hand. In IT recruitment, the halo effect might manifest when hiring managers or recruiters are influenced by a candidate’s impressive credentials or reputation in the industry.

For example, suppose a candidate has a strong presence on social media, a prestigious education from a well-known institution, or impressive technical certifications. In that case, recruiters may be inclined to overlook potential weaknesses in their skills or cultural fit within the organization.

This bias could lead to hiring decisions based more on the candidate’s perceived prestige rather than a comprehensive assessment of their qualifications and suitability for the role.


Stereotyping is a cognitive shortcut where individuals categorize others based on specific characteristics such as race, gender, age, or nationality, and then apply generalized assumptions or attributes to them. In the context of unconscious bias, stereotyping can lead to oversimplified and often inaccurate judgments about individuals, ignoring their unique qualities and capabilities.

These notions can influence decision-making processes. Thus, leading to discrimination and perpetuating inequalities in various aspects of life, including employment opportunities. Stereotyping can occur when hiring managers or recruiters make assumptions about a candidate’s technical abilities or cultural fit based on their demographic characteristics.

For example, there might be a stereotype that women are less proficient in coding or that older individuals are less adaptable to new technologies. Consequently, recruiters might overlook highly skilled female candidates or experienced professionals simply because they unconsciously subscribe to these stereotypes. This can result in missed opportunities for the organization to diversify its talent pool and benefit from a range of perspectives and expertise.

In-group bias

Another type of subconscious bias is in-group bias in hiring. In-group bias refers to the tendency of individuals to favor members of their group over those who are perceived as outsiders. This bias often stems from a sense of familiarity, similarity, or shared identity with members of the in-group, leading to preferential treatment or favorable judgments.

In-group bias can manifest in various social contexts, influencing decision-making processes, attitudes, and behaviors, ultimately reinforcing group cohesion while potentially perpetuating discrimination or exclusion against out-group members.

In IT recruitment, in-group bias may occur when hiring managers unconsciously prefer candidates who belong to the same social, cultural, or professional circles as themselves or the existing team members.

Here’s an example:

A hiring manager might prioritize candidates who attended the same university, belong to the same professional network, or share similar hobbies or interests. This bias can inadvertently disadvantage qualified candidates from diverse backgrounds or with different experiences. Therefore, limiting the team’s diversity and potentially hindering innovation and problem-solving capabilities within the organization.

HR representatives positively greeting female job candidate during interview process

Examples of an unconscious basis during hiring

Let’s go over some examples of unconscious bias during the hiring process:

  1. A hiring manager attributes people’s friendly attitudes to their success more than access to a more prestigious school or unique skills. Sometimes a person’s demeanor may make them a more or less qualified candidate in the eyes of a hiring manager. This can be considered an example of illusory correlation bias. Especially if the hiring manager is correlating friendliness with job performance without sufficient evidence.
  2. Imagine an IT company reviewing resumes for a software engineering position. The hiring manager, consciously or unconsciously influenced by explicit bias, might favor candidates from a specific gender or ethnic background. They might overlook resumes from equally qualified candidates who don’t fit their preconceived notions of who “belongs” in the tech industry.
  3. There may also be similarity bias. So for example, a hiring manager unconsciously prefers candidates who share the same hobbies or interests as them. They might favor applicants who mention similar extracurricular activities on their resumes, overlooking equally qualified candidates who don’t share those interests.

These are just some common examples of unconscious bias that may occur. Many of them are innocent and even unintentional. But it’s important to be aware of these types of scenarios to try to minimize them.

Impact of Unconscious Bias on IT Recruitment

Let’s go over some ways that unconscious bias can impact your recruitment process and results.

Lack of diversity

Unconscious bias in hiring can limit the diversity on your team. You may hire a similar cohort of people due to personal beliefs and preferences. This can limit your team’s ability to be innovative and to problem-solve. When everyone thinks alike, it’s like hearing the same song over and over again. But when you have different people with different ideas, it’s like adding new instruments to the band. Therefore, it’s crucial for hiring processes to be designed with awareness and mitigation strategies for unconscious bias to ensure that teams can fully leverage the benefits of diversity.

People working as a team. Positive company culture due to inclusive work environment

Negative impact on company culture

Hiring bias can also have a negative impact on your company culture. When biases seep into hiring decisions, it sends a message that certain people are valued more than others based on factors that have nothing to do with their skills or potential. This can breed resentment among employees who feel overlooked or unfairly treated, leading to tension and division within the team.

Moreover, a lack of diversity in hiring can create an environment where only a narrow range of perspectives are heard and respected, stifling creativity and innovation. Ultimately, hiring bias undermines trust and morale within the company, eroding the sense of belonging and inclusion that is essential for a healthy and thriving organizational culture.

Missed opportunity to hire top talent

If unconscious bias exists you may miss the opportunity to hire the most qualified candidate. Your recruitment team may avoid hiring someone due to gender bias, beauty bias, etc. These biases can fog your judgment and you end up hiring the wrong person just because they match what you unconsciously like. But what matters is if they can do the job well, not other attributes. So, it’s important to be fair and not let things like that get in the way of picking the right person.

Dollars with business chart. Company finances on the line due to unconscious bias in IT recruitment

Financial repercussions

Unconscious bias during recruitment can cost a company a lot of money. When bias influences hiring decisions, it means missing out on talented people who could have brought new ideas and skills to the team. This can lead to less innovation and slower growth for the company.

Additionally, if biases result in hiring less diverse teams, it can hurt the company’s reputation and even lead to legal troubles. Furthermore, turnover rates might increase if employees feel they’re not being treated fairly, which means spending more money on hiring and training new staff. Overall, unconscious bias can have serious financial consequences for a company, impacting its success and bottom line in the long run.

Damage company reputation & employer brand

If you don’t try to reduce unconscious bias in your company, you are ruining your reputation and employer branding. In today’s increasingly diverse and socially conscious landscape, it’s important to prioritize inclusivity and fairness.

Ignoring unconscious biases not only perpetuates systemic inequalities. But also signals to employees, customers, and partners that the company is indifferent to issues of equity and diversity. Such indifference can lead to:

  • talent attrition,
  • customer backlash,
  • and diminished brand loyalty.

Therefore, it’s incumbent upon companies to proactively implement measures to identify, acknowledge, and mitigate unconscious biases. This is to uphold ethical standards but also to safeguard their reputation and enhance their attractiveness as employers and business partners.

Close up on people working in the office. Business people looking to combat unconscious bias in IT recruitment

Strategies to minimize unconscious basis in IT recruitment

Let’s take a look at some strategies to combat unconscious bias in your IT recruitment process.

Update your in-house recruitment hiring process

The first step that you can take is to update your in-house hiring process. You can do so by creating standardized job descriptions, blind resume screening, and standardizing the interview process. Finally, train your recruitment team about diversity. Let’s dive into more detail about these aspects below.

Standardized job descriptions

Creating standardized job descriptions is crucial for mitigating unconscious bias in the hiring process. By ensuring consistency and clarity, these descriptions can help attract a diverse pool of candidates and promote fairness. To craft effective job descriptions, consider some of these tips:

  • Use gender-neutral language to appeal to all applicants and avoid unintentional exclusions.
  • Focus on skills, qualifications, and job requirements rather than personality traits or characteristics that may introduce bias.
  • Collaborate with a diverse team to review and refine job descriptions, incorporating multiple perspectives to ensure inclusivity and fairness.

These are just some of our tips to create an appealing job description for software developers, that are inviting to all applicants.

Blind resume screening

Next, consider blind resume screening to avoid bias around name, gender, and race. When you have a blind resume you have skills, experience, and for developers relevant tech stacks. You don’t see personal information that may influence your decision-making process. This way you may can make a more objective choice that is based on pre-convinced notions you may have.

Structured interview processes

All applicants should have a structured interview process covering everything from technical skills to soft skills. You should construct a standardized set of questions that each candidate should answer during interviews.

Moreover, each tech stack should have a dedicated assessment if conducting skill sets for developers. It can change slightly so that it’s never the same for two candidates but it should be standard. This way you get a better feel for the candidate’s skills.

Diversity training for hiring managers

Another key aspect to incorporate is diversity training for hiring managers. This type of training aims to cultivate an inclusive mindset, equipping them with the necessary tools to recruit a diverse workforce effectively.

It involves education on unconscious bias, fostering cultural awareness, and implementing fair and equitable hiring practices to create an environment where all candidates feel valued and supported.

IT professionals from IT staff augmentation services to add more diversity

Use IT staff augmentation services

You can also try to use IT staff augmentation services to avoid unconscious bias. An IT staff augmentation company will run a recruitment process before suggesting potential candidates for you, thus minimizing the chance of any bias influencing your hiring decisions. Of course, using a staffing company you get the opportunity to vet candidates as well, but it becomes more of a formality than anything else.

IT staff augmentation services give you access to a larger pool of talent and more top-notch experts. This way you are more likely to hire the software engineer(s) that you need. Also, with Swyply, you have the flexibility of our 14-day risk-free trial period. During this 14-day guarantee period, you can switch the coder you hired to a different one if you are not happy. The coder may be the wrong fit or perhaps your project has changed. Regardless, you can exchange one coder for another one, if need be. Also, if after 14 days you are still unhappy, you don’t have to pay a cent and you can end our cooperation.

People working together to minimise unconscious bias

TL;DR: Summarising the impact of unconscious bias in IT recruitment

Addressing unconscious bias in IT recruitment is paramount for fostering diversity and inclusivity in the workplace. Unconscious bias refers to the automatic, unintentional attitudes or stereotypes that influence our understanding, actions, and decisions toward others.

Throughout this discussion, we’ve explored various forms of unconscious bias, including:

  • Confirmation bias, where we seek out information that confirms our preconceptions.
  • The halo effect leads us to make overall positive or negative judgments based on one trait.
  • Stereotyping is where we attribute certain characteristics to individuals based on their membership in a particular group.

Recognizing and mitigating these biases is essential for creating fair and equitable recruitment processes. One effective strategy is the utilization of IT staff augmentation services. By partnering with a diverse range of experts and professionals, organizations can access talent pools free from the constraints of unconscious bias.

Ready to take the first step towards building a more inclusive IT team? Drop us a line today and let’s work together to overcome unconscious bias in your recruitment practices. Together, we can create a workplace where everyone has an equal opportunity to thrive.

Related articles

Why Project-Based Developers Are Essential in Today’s Tech Industry?

Project-based developers are essential in today’s tech industry because they bring specialized expertise and flexibility to tackle complex, short-term projects efficiently. Their ability to adapt quickly to new technologies and industry demands ensures that businesses remain agile and competitive in a fast-paced market.

Tech Talent Nomadism: Exploring the Rise of Digital Nomads in the Industry

The rise of tech talent nomadism is reshaping the industry landscape, enabling professionals to work from anywhere in the world. This new wave of digital nomads is driven by the quest for flexibility, diverse experiences, and a better work-life balance, challenging traditional workplace norms and revolutionizing how we define the workspace.

How IT Staff Augmentation Sparks Creativity?

Discover how IT staff augmentation ignites a culture of innovation, empowering teams to explore new ideas and approaches. By integrating diverse skill sets and fresh perspectives, businesses can unlock unparalleled creativity and drive transformative change.


Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.