Qu'est-ce que Attribution Bias ?
Definition
Attribution bias in recruitment describes distortions in how evaluators explain a candidate's past successes and failures. The fundamental attribution error leads interviewers to attribute a candidate's successes to luck or circumstances when they belong to an out-group, and to personal qualities when they belong to an in-group — while making the opposite attribution for failures.
In practice
When a candidate from a similar background describes a project success, the interviewer tends to credit their skills and initiative. When the same achievement is described by a candidate from a different background, the interviewer may attribute it to a strong team, favourable timing, or a prestigious institution. This asymmetric attribution systematically disadvantages candidates from minority groups and perpetuates existing inequalities. The behavioural interview and STAR method help mitigate this by requiring specific, detailed evidence and follow-up questions that surface the candidate's actual contribution regardless of context.
Key takeaway
Always probe for the individual's specific contribution in any success story — "What would not have happened if you hadn't been involved?" — rather than accepting a team win as personal evidence.
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.
Stereotype Bias
Cognitive tendency to attribute generalised characteristics to a candidate based on their membership of a social group (gender, age, origin, etc.).
Behavioural Interview
Interview technique based on the premise that past behaviour is the best predictor of future behaviour, using questions that elicit specific examples of past experiences.