5 Personal Biases Held By Hr Managers During Job Interviews. Personal biases held by HR managers in interviews can vary greatly depending on individual experiences, beliefs, and societal influences. Some common biases that HR managers may unintentionally exhibit during interviews include: 1. Confirmation bias: HR managers may have a tendency to seek information that confirms their initial impressions or preconceived notions about a candidate. They may focus more on finding evidence that supports their biases rather than objectively evaluating the candidate's qualifications. 2. Halo/horns effect: This bias occurs when a single positive or negative trait of a candidate influences the overall perception of their abilities. For example, if an HR manager is impressed by a candidate's strong communication skills, they may overlook other potential weaknesses or shortcomings. 3. Similarity bias: HR managers may unconsciously favor candidates who are similar to themselves in terms of background, interests, or experiences. This bias can lead to a preference for candidates who share similar demographics or educational backgrounds, limiting diversity and inclusion in the hiring process. 4. Stereotyping: HR managers may hold stereotypes or generalizations about certain groups of people based on factors such as gender, age, race, or ethnicity. These stereotypes can influence their judgment and evaluation of candidates, leading to unfair treatment or discriminatory practices. 5. First impression bias: HR managers often form quick judgments based on initial impressions or non-job-related factors such as appearance or personal charm. This bias can affect the overall assessment of a candidate's qualifications and potential fit for the role. It is important to note that these biases are often unconscious and unintentional. However, they can have a significant impact on the fairness and objectivity of the interview process, as a candidate, remember that.