Halo effect tendency to generalize Be mindful that others who are – from one position (or negative) offering evaluations might also be quality to other assumed qualities operating under biases that are First impressions tendency to unfair to the candidate – arrive at a premature impression Criteria should be stated and written leading to snap judgments for each method of assessment Cloning tendency to favour Stick to criteria throughout the – who think, look, or act as you do evaluation stage Stereotyping tendency to group Ask probing questions, to avoid – people together based on making assumptions, which gloss oversimplified categories over problems or ignore strengths Assumptions taking for granted the Ask for evidence demonstrations – – attribution of characteristics and Better decisions are made when behavior without evidence assumptions are tested Ethnocentrism belief that your own Talk about the reasons for – culture and ethnic group provides eliminating applicants and address the only right way and all others are potential biases during the process inferior Have full discussion and disclosure of reasons for viewpoints and A FAIR PROCESS decisions Sets clear, job-related criteria Keep good documentation of the Measures the person against the process that stands up to scrutiny criteria on the basis of demonstrated Not only conduct a fair and equitable performance process but assess candidates on Looks for situation- action-results their own commitment and Evaluates the person against the adherence to equity criteria in all methods of evaluation WHAT IS FAIR & GOOD FOR THE Documents decisions UNIVERSITY IS THAT: Candidates are assessed as objectively as possible on the basis of demonstrated skills and ability against the criteria TO BE FAIR Candidates success on the basis of Be mindful of own biases and how their own skills and abilities and not these might affect judgment because of someone else’s biases
Halo effect – tendency to generalize from one position (or negative) quality to other assumed qualities First impressions – tendency to arrive at a premature impression leading to snap judgments Cloning – tendency to favour who think, look, or act as you do Stereotyping – tendency to group people together based on oversimplified categories Assumptions – taking for granted the attribution of characteristics and behavior without evidence Ethnocentrism – belief that your own culture and ethnic group provides the only right way and all others are inferior A FAIR PROCESS Sets clear, job-related criteria Measures the person against the criteria on the basis of demonstrated performance Looks for situation- action-results Evaluates the person against the criteria in all methods of evaluation Documents decisions TO BE FAIR Be mindful of own biases and how these might affect judgment Be mindful that others who are offering evaluations might also be operating under biases that are unfair to the candidate Criteria should be stated and written for each method of assessment Stick to criteria throughout the evaluation stage Ask probing questions, to avoid making assumptions, which gloss over problems or ignore strengths Ask for evidence – demonstrations Better decisions are made when assumptions are tested Talk about the reasons for eliminating applicants and address potential biases during the process Have full discussion and disclosure of reasons for viewpoints and decisions Keep good documentation of the process that stands up to scrutiny Not only conduct a fair and equitable process but assess candidates on their own commitment and adherence to equity WHAT IS FAIR & GOOD FOR THE UNIVERSITY IS THAT: Candidates are assessed as objectively as possible on the basis of demonstrated skills and ability against the criteria Candidates success on the basis of their own skills and abilities and not because of someone else’s biases
Recruitment-Guide-Training-Handouts-2.docx