70% of you said NO to including hobbies and extracurriculars. 

But it's not black and white...

Here are 3 reasons why some thoughtful professionals still consider this practice:

1. It offers a fuller picture of candidates beyond work experience.
2. It can teach us something extraordinary about candidates (special achievements, stamina, endurance).
3. It might reveal a candidate's passion and dedication outside of work, indicating potential for growth.

These are valid points...

But here's the harsh truth about BIAS we must confront:

1. The privilege blind spot: Hobbies often reflect opportunity, not just talent. A Pew Research study shows 84% of high-income adults engage in hobbies vs. 47% of low-income adults. Are we inadvertently favoring privilege?
2. Confirmation bias: That former quarterback? Not automatically a team player. And those without team sports? Not automatically lone wolves. Don't let false assumptions narrow your talent pool. It's your job to assess relevant skills during the interview process.
3. Similarity bias: We're naturally drawn to people with similar hobbies. You might subconsciously favor the candidate who shares your passion for rock climbing. But diversity drives innovation. Are we unintentionally hindering progress by seeking mini-mes?

In talent assessment, there's always a tradeoff between more information and potential bias. As professionals, it's our responsibility to focus on skills and potential.

#bias #hiring #informedecisions