Introduction
The process of recruiting members of an organization involves the selection of the most suitable individual to stand out at a position. Therefore, it implies that recruitment eliminates persons unsuitable for certain tasks and responsibilities. However, some challenges are affiliated with the recruitment processes at different incidences, which may ultimately impact the success of the entire process. The onboarding bias in recruiting new team members includes gender bias, affinity bias, and conformity bias.
Gender Bias in New Members Recruitment
Gender bias is somewhat simple to comprehend and is a common form of bias in onboarding new members of an organization. It usually originates with individual beliefs regarding gender stereotypes and roles, which are consistently enforced culturally. For instance, the nursing profession tends to be affiliated with the female gender, and construction functions are mainly affiliated with the male profession (Alexandra, 2020). As a result, during the interviewing process, an employer may unconsciously lean toward an individual who possesses the gender matches concerning the position or the profession with which the recruitment process is mainly affiliated (Social Talent, 2019). In conjunction with that, the recruiting personnel may, at the same time, have some gender-based preferences based on their gender.
Affinity Bias in New Members Recruitment
On the other hand, affinity bias may be experienced while recruiting a new member. It refers to factors most recruitment officers consider, such as racism and ageism. Individuals consistently possess a natural affinity toward applicants who are similar to what they do. For instance, recruiters and hiring officers are most likely to hire applicants with the same particulars that match theirs, such as age, race, places of origin, and hobbies, among other affinity factors (Social Talent, 2019). As a result, affinity biases put more emphasis on things that are irrelevant or relevant to hiring decisions. While screening an individual’s abilities and achievements concerning the position of application, it is vital to consider the different ways such factors as affinity biases may impact the organization, positively or negatively.
Conformity Bias in New Members Recruitment
In addition, conformity bias is another factor that may be experienced while recruiting new members. The conformity bias may affect the recruitment panel, especially when the panel develops a particular feeling about a candidate. It may finally cause the panel to feel pressured by their personality, even when their opinion differs (Butler, 2018). However, it is always necessary to speak up and express the true opinion to the candidate regarding their feelings towards them, their personalities, qualifications, and expectations from the organization. That is because one interviewer may have spotted something in the candidate that the others had not realized.
Conclusion
In conclusion, this paper has evaluated the onboarding bias that may be experienced while recruiting new members. Some biases include gender, affinity, and conformity bias, which are commonly likely to be experienced in the process. The uncommon bias is usual in hiring and recruitment since finding an individual who may stand out as a completely unbiased person is difficult. However, a new team member has multiple benefits, including adding problem-solving capability into the group and job simplification through the additional human resources. The same may have multiple disadvantages, which include extra expenditure in the organization while taking the new members through the training session. In conjunction with that, the recruitment process is time-consuming since all the procedures, such as interviewing, must be appropriately followed.
References
Johnson, A. (2018). 13 Common hiring biases to watch out for. Web.
Butler, M. E. (2018). 5 mistakes bosses make when onboarding new hires. The muse; the muse. Web.
Social Talent (2019). 9 types of bias and the shocking ways they affect your recruiting efforts. Web.