Confirmation bias refers to the tendency of individuals to favor information that confirms their existing beliefs or preconceptions while disregarding or downplaying information that contradicts those beliefs. When it comes to hiring or selecting people for a job, this bias can manifest as a preference for candidates who share similar characteristics, backgrounds, or viewpoints with the decision-maker.

This bias is known as similarity bias or the similarity-attraction effect. It occurs when people are more inclined to hire or favor job candidates who resemble them in terms of gender, race, ethnicity, age, educational background, or other personal attributes. This bias can lead to a lack of diversity in the workplace and hinder opportunities for individuals who do not fit the mold of the decision-maker's own identity.

There are several reasons why similarity bias occurs. One primary factor is the natural human tendency to feel more comfortable and at ease with people who are similar to us. We often perceive those who share our characteristics or beliefs as more trustworthy, competent, and relatable. Additionally, people may unconsciously seek validation of their own opinions and choices by surrounding themselves with like-minded individuals.

It's important to note that similarity bias can have negative consequences for organizations. Lack of diversity can limit creativity, innovation, and the ability to address a broader range of perspectives and challenges. Recognizing and addressing this bias is crucial for promoting a more inclusive and equitable work environment.

To mitigate similarity bias in hiring, organizations can implement strategies such as blind hiring, where candidate information that may reveal personal characteristics is removed from the initial screening process. Additionally, establishing diverse interview panels, setting clear evaluation criteria, and providing unconscious bias training can help reduce the influence of similarity bias and promote a more inclusive hiring process.