SCENARIOS: Biases in the Selection Process 1. During a panel interview, the manager notices that one applicant attended the same university and majored in the same field as they did. Although another candidate had more relevant work experience, the manager feels a natural connection and recomends hiring the one from their alma mater. 2. A recruiter believes that applicants from rural areas may lack communication skills. During an interview, the recruiter focuses on minor grammar mistakes made by one rural applicant but ignores the applicant's excellent customer service background. 3. A candidate has a degree from a prestigious university. Because of this, the hiring manager assumes they must also be skilled in leadership and public speaking-even though the resume doesn't show much evidence of those skills. 4. In the first few minutes of an interview, a candidate arrives slightly late and appears nervous. The interviewer quickly forms a negative impression, which affects their judgment of the candidate's otherwise strong technical answers. 5. Out of 50 resumes, the hiring team unconsciously shortlists more people with "Western-sounding names. overlooking a candidate named "Ahmed" who had more experience and better references than the rest. 6. Two candidates apply for a managerial role-one male and one female. The female candidate has five more years of relevant experience, but the manager expresses concern over whether she can "handle a team of men." 7. A candidate in their 50s applies for a social media manager position. Despite their clear qualifications and tech experience, the hiring team assumes they won't be "up to date" with current trends and does not consider them for the next round. 8. Two applicants present nearly identical qualifications during the interview process. The more physically attractive one receives more enthusiastic feedback from the panel, who describe them as "more confident" and "a better fit for the brand." 9. During a project review, a female applicant's success in a previous job is credited to "a strong team" rather than her leadership. The same achievement by a male applicant is described as "clearly the result of his skills." 10. In a group hiring meeting, one team member disagrees with the popular choice and believes another candidate is better qualified. However, to avoid conflict, they go along with the group's decision-even though it contradicts their professional opinion