Qu'est-ce que Anchoring Bias ?
Definition
Anchoring bias, described by Kahneman and Tversky in their work on cognitive heuristics, is the tendency to rely disproportionately on the first piece of information encountered when making subsequent decisions. In recruitment, it operates in two main areas: candidate evaluation (the first candidate becomes the benchmark against which all others are judged) and salary negotiation (the first number mentioned becomes the reference point for the negotiation).
In practice
In candidate evaluation, if the first candidate interviewed has exceptional credentials, subsequent strong-but-not-exceptional candidates may be underrated by comparison — and vice versa. In salary negotiations, whichever party mentions a number first anchors the entire discussion: a recruiter who offers €45,000 first anchors the negotiation there even if the candidate was going to ask for €52,000. Countermeasures include: establishing candidate scoring criteria before meeting anyone; using consistent rating scales rather than comparison-based evaluation; researching salary benchmarks independently before discussions; and being aware that even arbitrary numbers can serve as anchors in negotiation contexts.
Key takeaway
The first number in a salary negotiation is never neutral — both parties should research market data and have a clear walk-away point before any discussion begins.
Définitions connexes
Confirmation Bias
Cognitive tendency to seek, interpret and recall information in a way that confirms one's pre-existing beliefs or first impressions about a candidate.
Salary Negotiation
Exchange between a candidate and an employer to agree on the terms of total remuneration for a position, covering base salary and other components.
Salary Benchmarking
Process of comparing an organisation's compensation levels with market data for equivalent roles, to ensure competitiveness and internal equity.