Contrast bias in the selection process occurs when an evaluator judges a candidate relative to what?

• A. The preceding candidates instead of objective criteria.
• B. The candidate's resume reflects only experience.
• C. The job description and performance metrics guide the decision.
• D. The interviewer relies on personal impressions.

Answer: (A)

Contrast bias in the selection process occurs when an evaluator judges a candidate relative to what has come before rather than against objective criteria. As interviewers move through a slate of applicants, the performances of earlier candidates set a moving benchmark. A candidate may be rated higher or lower not for how they align with the job’s requirements, but simply because they are being compared to someone who came before. This shifts the evaluation away from fit to the role and from measurable metrics, undermining fairness and consistency.

The essence of this bias is that judgments are anchored to preceding candidates. If evaluation were anchored to the job description and objective performance criteria, or if impressions were formed without a standardized framework, this particular bias would be less of a factor. Using structured rubrics and calibration helps ensure ratings reflect how well a candidate meets the role’s requirements, not how they compare to others in the moment.