Unconscious Bias & Inclusive Hiring Flashcards
7 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Unconscious Bias & Inclusive Hiring flashcards as text
A recruiter consistently rates candidates with names that sound foreign-born lower on 'culture fit' without conscious intent. This is an example of which bias?
Answer: Affinity bias
Affinity bias causes people to favor candidates who share similar backgrounds or names to themselves or the dominant group.
Which structured interviewing practice most directly reduces the impact of unconscious bias during candidate evaluation?
Answer: Using the same scored questions for every candidate in the same role
Standardized, scored questions ensure all candidates are evaluated against the same criteria, reducing subjective bias.
What does the term 'stereotype threat' mean in the context of inclusive hiring?
Answer: A candidate's fear of confirming a negative stereotype about their group, which impairs their performance
Stereotype threat occurs when candidates underperform because they are anxious about confirming existing negative stereotypes about their demographic group.
A hiring panel notices that the only female candidate received sharply lower scores from male interviewers than from the one female interviewer. What should the hiring manager do first?
Answer: Facilitate a structured debrief to examine whether gender bias influenced scoring
A structured debrief helps the panel surface and examine potential bias before a hiring decision is finalized.
Which of the following best describes 'the similar-to-me effect' in hiring?
Answer: Favoring candidates who share hobbies, background, or personality traits with the interviewer
The similar-to-me effect is a cognitive bias where interviewers unconsciously prefer candidates who remind them of themselves.
An organization removes names, addresses, and graduation years from resumes before sharing them with hiring managers. This technique is called:
Answer: Blind or anonymized screening
Blind or anonymized screening reduces the influence of demographic information on early-stage candidate evaluation.
A candidate from an underrepresented group is told that the company values diversity but is then asked during the interview to describe how they would 'fit in' with the current team culture. What inclusion problem does this scenario illustrate?
Answer: Using culture fit as a proxy for bias while claiming to value diversity
Vague 'culture fit' questions can be a vehicle for bias, allowing interviewers to reject diverse candidates while appearing to be neutral.