When it comes to hiring, one of the biggest challenges is ensuring decisions are fair, consistent, and based on objective criteria. Unfortunately, human psychology has a habit of getting in the way. A common example of this is recency bias: the tendency to favour the most recently interviewed candidates; simply because they are freshest in our memory.
For busy hiring managers meeting multiple candidates, it’s all too easy to leave the room thinking the last person you saw was the strongest, even if others earlier in the process were equally (or more) impressive. Over time, this bias can distort hiring decisions and cause businesses to miss out on the best talent.
What is recency bias?
Recency bias is a cognitive bias where we give disproportionate weight to recent information over older information, even when both are equally relevant. In recruitment, this manifests as:
- Overvaluing the last interviewees compared to those interviewed days (or even just hours) earlier.
- Forgetting key strengths or attributes of earlier candidates.
- Making decisions based on memory impressions, rather than objective comparison.
For roles where multiple rounds of interviews take place, recency bias can compound, leaving businesses at risk of overlooking excellent candidates.
How video shortlists can help
One of the most effective ways to reduce recency bias is to use video shortlists in the hiring process. Instead of relying solely on memory and interview notes, hiring managers receive a structured shortlist of recorded video responses from candidates, answering the same pre-set questions.
Here’s why video shortlists work:
1. Consistent candidate comparison
Video shortlists allow managers to compare candidates side by side, reviewing responses to the same set of questions. This levels the playing field and ensures evaluations are based on substance, rather than timing.
2. Rewind and replay
Unlike live interviews, video can be revisited multiple times. Hiring managers can replay candidate answers, refresh their memory - and share recordings with colleagues. This makes decisions less dependent on what you remember, and more on what was actually said.
3. Collaborative decision-making
Video shortlists can be shared across the hiring panel, allowing for broader input and discussion. This collective approach helps counter individual biases and promotes a more balanced decision.
4. Faster, more structured hiring
Not only do video shortlists reduce bias, but they also streamline the early stages of recruitment. By reviewing short clips rather than scheduling back-to-back interviews, hiring managers save time and ensure they’re only meeting the very best candidates face to face.
Building a fairer recruitment process
Bias comes in many forms, and unfortunately it is not easy to eradicate it completely. However, tools such as our LeonidLive video shortlisting can go a long way in levelling the field. By reducing the impact of recency bias, businesses can make fairer, better-informed decisions, hire the right talent and ultimately build stronger teams.
For organisations committed to fair and effective recruitment, integrating video into your hiring strategy is not just efficient and a time-saver, it also makes a huge contribution to ensuring hiring decisions that are as objective and inclusive as possible.
