Definition: Conformity bias (adjustment error)
The Conformity bias — also known as Group pressure distortion or Adjustment error — describes the tendency to subconsciously adapt to the opinions and decisions of a group, even if they do not meet one's own convictions or objective criteria. This is done out of a desire to be socially accepted and to avoid conflicts.
Examples of conformity bias
Do you know that?
You're sitting in a meeting with the hiring team and there seems to be a clear favorite for the vacancy. Even though you have doubts — due to a lack of relevant experience, for example — you choose not to say anything. After all, everyone else has already agreed, and you don't want to be considered a troublemaker.
What is the reason for that?
That is due to Adjustment error
We all know how wonderful it is to be praised by those around you! Unfortunately, this need can result in group pressure, where decisions are based on the group's convictions.
These desired decisions are based on The attitude and behavior of the immediate environment, such as colleagues who are involved in the selection process (Sans, 2020). If you bear responsibility, Do you tend to seek their approval and suppress your own, perhaps contrary, opinion
As a result, Decisions that are supposedly out of scope become impossible, as well as changing one's own attitude towards a person (Padalia, 2014).
What else is a bias? We explain:
A bias generally describes a systematic distortion in human perception, thinking, or behavior. It is a type of “mental abbreviation” or Bias that subconsciously influences our judgment and decision making.
These distortions can result from personal experiences, cultural influences, emotional states or evolutionary thought patterns. While they often help us make quick decisions, they can also lead to miscalculations and irrational decisions.
Other examples of biases in the HR process include:
- Confirmation Bias: The Confirmation Bias
We prefer information that supports our existing point of view and ignore conflicting information. - Primacy Effect: The First Impression Mistake
The first impression has a disproportionate influence on the overall assessment and is difficult to change. - Halo & Horns Effect: Distortion due to individual features
A single positive (halo) or negative (horn) aspect outshines a person's entire perception. - Affinity Bias (Mini-Me Effect): The Similarity Flaw
People who are similar to us are automatically rated more positively. - Status quo bias: favoring the existing
Existing conditions are preferred over changes, even if they would be beneficial. - Stereotypes/Gender/Racial Bias
Unconscious prejudices against marginalized groups influence decisions. - Illusory Correlation: The Perception of False Connections
False assumption of relationships between independent properties. - Contrast Bias: The Contrast Effect
Evaluation of a person in direct comparison with previous or successor rather than according to objective criteria. - Overconfidence Bias: The Trap of Overconfidence
Overestimation of one's own judgment and excessive reliance on “gut feeling.”
Identifying our own biases is the first step towards becoming more aware and more objective decisions within personnel selection to be able to meet.
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