Recruiters are supposed to be unbiased and impartial and hire candidates based on merit and skill rather than preconceived notions, but according to a new report, those hired to recruit applicants actually make their decision on who they will hire within seven words of hearing them speak.
So, do qualities such as a candidates English, accent and use of words and pronunciation really affect their ability to pass the interview stage? Well, according to researchers at Yale University, it was found that recruiters subconsciously make assumptions about people’s class after just a few seconds of speech, and then make snap decisions.
Coming to an instant conclusion
According to the report, snap decisions that recruiters form of an individual can go on to affect the entire recruitment process and ultimately decide the fate of a budding applicant based on their accent and how they form a sentence. While a job interview should be based in theory on the applicant’s efficiency to perform the job, it seems that recruiters are making decisions that have no outcome or effect on the position applied for.
Dr Michael Kraus, an assistant professor at Yale, said recruiters interviewing applicants may not intentionally discriminate or go out of their way to do so, but ultimately Inherent bias can decide the application process which “limits economic mobility and perpetuates inequality”.
What Get Licensed Says
While an individual’s English ability shouldn’t be a filtering process for a position that they are applying for, it seems that we can all be guilty of making snap fire judgements based on external factors such as accent and speech. But whether its during an application process, or greeting a customer or member of the public, we are always making instant judgements based on short bouts of interaction, how we use those decisions to further develop long term relationships with people may change over the course of getting to know someone.
When it comes to life decisions, instant judgements are not always a prosperous resolution.