Ever found yourself in an interview thinking, “This person just feels right”? Chances are, it’s not your sixth sense for talent kicking in: it’s bias.
And before you roll your eyes, don’t worry. We’re all wired that way. Literally. Our brains still think we’re in the stone age
Our brains were designed for survival, not hiring.
Back when “friend or foe” decisions had life-or-death consequences, it made sense to trust people who looked, sounded, and behaved like us.
Fast-forward a few thousand years, and that same instinct shows up in far more civilised situations — like job interviews.We unconsciously favour people who feel familiar: who laugh at our jokes, share our hobbies, or remind us of… well, us.
“I just hire the best person for the job”. Do you, though?
It’s an easy line to say. But when left unchecked, unconscious bias can seriously distort what “best” means.
Because when we meet someone who ticks our unspoken “like me” boxes — same background, accent, uni, or sense of humour — our brain lights up with approval. We assume other qualities from that tiny bit of information. And just like that, we’re hiring based on comfort, not capability.
Multiple studies back this up — from the University of Oxford’s Nuffield College research to earlier work by Steinpres et al. — consistently showing that applicants with British-sounding, male, or younger profiles often get the nod over equally qualified candidates.
So if you’ve ever “just known” someone was right within five minutes, it might not be intuition at all. It might be your inner caveman.
Why clone hiring Is bad for business
Populating your business with people who think, act and look like you might feel easy — but it’s risky.
- Diverse teams outperform homogenous ones in:
- Decision-making: They challenge assumptions instead of nodding along.
- Problem-solving: Different perspectives spark better ideas.
- Innovation and growth: They see opportunities others miss.
It’s not just about being “fair” or “inclusive”. It’s about building a team that can serve your clients better, adapt faster, and make smarter calls when things get messy (which, let’s face it, they often do).
When your team all come from the same mould, blind spots multiply. Creativity flattens. And your culture risks turning into an echo chamber.
So how do you break the cycle?
Awareness is the first step and it’s a big one. Just recognising that your brain has preferences helps you pause before acting on them. But awareness alone isn’t enough. Try these practical steps to make your hiring process more objective:
- Structure your interviews – Ask all candidates the same core questions, in the same order. It forces fairness and focuses attention on what really matters.
- Diversify your shortlists – Ask your recruiters to actively bring you candidates from a wide range of backgrounds and experiences.
- Use more than one interviewer – Pair people up for interviews to balance perspectives.
- Revisit your job descriptions – Watch out for language that could unintentionally exclude great talent (“energetic young team”, “digital native”, “perfect for grads”).
- Get feedback fast – Make interview scoring immediate and data-based, not post-chat impressions over coffee.
Dr Helen Turnbull, an expert in unconscious bias, puts it perfectly: “We may never totally rid ourselves of bias, but we can learn to feel affinity for more people of difference.”
Inclusion: The ‘I’ in MAGIC
At The HR Hub, we talk a lot about creating MAGIC — Meaning, Accountability, Growth, Inclusion, and Care. Inclusion isn’t just a value; it’s the engine of better business. Because when everyone around your table feels genuinely seen, heard, and valued, not just the ones who remind you of yourself, that’s when the real magic happens.
Challenge your instincts. Widen your lens.
Want to make your hiring process fairer and faster?
At The HR Hub, we help founders build workplaces where inclusion isn’t just a campaign — it’s a foundation. If you’d like help turning reflection into action, drop us a line at hello@thehrhub.co.uk or call 0203 951 1208.
