Cognitive Biases in Job Interviews

Today, at the Stade Vélodrome in Marseille, I had the pleasure of addressing a plenary session at the University of the Disability Advisors Network (URRH) on the impact of cognitive bias in job interviews.

We discussed involuntary psychological mechanisms that affect us all, without exception, including anchoring and confirmation bias. We saw that some particularly competent candidates can nevertheless create a persistent negative impression.

While we cannot prevent cognitive biases, we can mitigate them with structured tools, techniques, and processes. The goal is to avoid mistakenly screening out the most competent candidates we so desperately need.

We also talked a lot about cognitive diversity, the neurodiversity that brings together unique talents and enriches team creativity and business innovation.

Beyond skills, we found that the simple presence of colleagues with disabilities often energizes the entire workforce.

Each of us has potential to unlock.