Cognitive bias

It is a misinterpretation of information, as a consequence of our beliefs and perceptions. Biases act as a mould for our thoughts, conditioning our decision-making and judgments.

Also, biases go with us to our workplaces and to the Human Resources area. For this reason, we share a blog article where we talk in detail about Bias in Performance Appraisal.

In addition, we delve into other definitions of Bias: Central Tendency, Similarity, Memory, Confirmation, Escalation of Commitment and Gender.

Cognitive biases can arise unconsciously and affect different Human Resources processes, from selection and recruitment to performance evaluation, internal promotion, talent identification, and decision-making around training and development. Although they are part of the natural functioning of our thinking, recognizing them is the first step towards reducing their impact.

In performance evaluation processes, for example, a bias can lead to assessing a person more positively or negatively because of a characteristic that is not directly related to their performance. Similarly, in recruitment, biases can influence our perception of a candidate and affect how we assess their competencies or suitability for the role.

We also talk about it in our blog:

How to recognize and avoid bias in Performance Appraisal

We give you the keys that can affect your rational judgment so that you can participate in a performance assessment process without falling into possible cognitive biases. You will help your collaborators to develop their talent by providing an objective and constructive vision.

10 Mistakes you should not make when doing Performance Appraisal

Nowadays, with the available technologies, carrying out performance appraisal processes is very simple. But to carry it out effectively, we must reflect on a series of errors into which we can sometimes fall and we must become aware of them in order to avoid them and make our initiative a success!

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