{"id":28960,"date":"2025-09-18T12:35:33","date_gmt":"2025-09-18T10:35:33","guid":{"rendered":"https:\/\/e-testing.fr\/fr\/?p=28960"},"modified":"2025-11-26T10:55:25","modified_gmt":"2025-11-26T09:55:25","slug":"biais-recrutement-eviter","status":"publish","type":"post","link":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/","title":{"rendered":"Quels sont les 11 biais de recrutement les plus fr\u00e9quents ?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"28960\" class=\"elementor elementor-28960\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-48ed3c4 e-flex e-con-boxed e-con e-parent\" data-id=\"48ed3c4\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3fb5e3b elementor-widget elementor-widget-text-editor\" data-id=\"3fb5e3b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">On recense aujourd\u2019hui plus de<strong> 250\u00a0biais cognitifs<\/strong>. Pr\u00e9sents partout dans notre quotidien, ils influencent nos perceptions et nos jugements\u2026 In\u00e9vitablement, ils s\u2019invitent aussi dans le recrutement.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Concr\u00e8tement, cela donne lieu \u00e0 des candidats parfois \u00e9cart\u00e9s sans raison valable, des d\u00e9cisions qui manquent d\u2019objectivit\u00e9 et, \u00e0 terme, un impact r\u00e9el sur la diversit\u00e9 des \u00e9quipes et sur leurs performances.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Comment \u00e9viter que ces biais cognitifs ne biaisent le processus de recrutement\u2009? Quelles solutions concr\u00e8tes existent pour les limiter et garantir de prendre des d\u00e9cisions fiables\u2009? <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-669c4fa e-flex e-con-boxed e-con e-parent\" data-id=\"669c4fa\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-20bc21a elementor-widget elementor-widget-heading\" data-id=\"20bc21a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Qu\u2019est-ce qu\u2019un biais de recrutement\u2009?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5ed2687 elementor-widget elementor-widget-text-editor\" data-id=\"5ed2687\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Un biais cognitif dans le recrutement est un raccourci ou filtre mental, souvent inconscient, qui influence et d\u00e9forme le jugement du recruteur lors de l\u2019\u00e9valuation des candidats, au risque d\u2019entra\u00eener des d\u00e9cisions injustes ou non objectives.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\"> Dans les faits, un recruteur peut accorder trop d\u2019importance \u00e0 un d\u00e9tail, \u00e0 une attitude, \u00e0 une fa\u00e7on de parler, \u00e0 une remarque r\u00e9cente, selon un r\u00e9f\u00e9rentiel qui lui est propre. Il passe alors \u00e0 c\u00f4t\u00e9 de ce qui compte vraiment : les comp\u00e9tences, l\u2019exp\u00e9rience, le potentiel.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\"> Ces m\u00e9canismes inconscients agissent comme des filtres qui d\u00e9forment l\u2019\u00e9valuation et finissent par fausser la d\u00e9cision finale.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1bc9510 elementor-widget elementor-widget-text-editor\" data-id=\"1bc9510\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><b>\ud83d\udca1Vous avez d\u00e9j\u00e0 entendu parl\u00e9 du fameux \u201ctest de la tasse de caf\u00e9\u201d\u2009?\u00a0<\/b><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Certains recruteurs disent l\u2019utiliser pour mesurer la politesse ou l\u2019esprit d\u2019\u00e9quipe d\u2019un candidat. Si un candidat pense \u00e0 rapporter sa tasse en fin d\u2019entretien, alors il est jug\u00e9 comme un profil s\u00e9rieux. Cela rel\u00e8ve plus de l\u2019anecdote que d\u2019un outil fiable\u2026 Les biais cognitifs, quant \u00e0 eux, sont bien r\u00e9els et document\u00e9s\u00a0: ils influencent chaque \u00e9tape du recrutement, souvent de mani\u00e8re inconsciente\u00a0:\u00a0<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">lors de la lecture du CV (ex. un pr\u00e9nom qui \u00e9voque une origine particuli\u00e8re),<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">pendant l\u2019entretien (ex. une forte premi\u00e8re impression positive ou n\u00e9gative),<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">au moment de la d\u00e9cision finale (ex. influence d\u2019une remarque r\u00e9cente d\u2019un participant au processus de recrutement).<\/span><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-a65e4cd e-flex e-con-boxed e-con e-parent\" data-id=\"a65e4cd\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-810bf75 elementor-widget elementor-widget-heading\" data-id=\"810bf75\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Quelles sont les cons\u00e9quences des biais cognitifs dans le recrutement\u2009? <\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-18a30f8 elementor-widget elementor-widget-text-editor\" data-id=\"18a30f8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Pour l\u2019<\/span><b>entreprise<\/b><span style=\"font-weight: 400;\">, leurs cons\u00e9quences sont tangibles\u00a0:\u00a0<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">perte de talents,\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">homog\u00e9n\u00e9it\u00e9 des \u00e9quipes,\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">baisse de performance,\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">risques de contentieux juridiques.\u00a0<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Pour le <\/span><b>candidat<\/b><span style=\"font-weight: 400;\">, elles se traduisent par\u00a0:\u00a0<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">un sentiment d\u2019injustice\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">une exp\u00e9rience de recrutement d\u00e9grad\u00e9e.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Comme le d\u00e9crit bien Marie-Sophie Zambeaux dans son ouvrage : \u201c<\/span><a href=\"https:\/\/www.dunod.com\/entreprise-et-economie\/recrutement-sous-influence-liberez-vous-biais-cognitifs\"><i><span style=\"font-weight: 400;\">Recrutement sous influence\u00a0: Lib\u00e9rez-vous des biais cognitifs<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">\u201d<\/span><\/i><span style=\"font-weight: 400;\"> (Dunod, 2025) :\u00a0<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">\u201cUn biais cognitif, c\u2019est un raccourci de pens\u00e9e mentale, spontan\u00e9 et inconscient, qui peut nous induire en erreur dans nos prises de d\u00e9cision. Chaque jour, nous prenons environ 35\u2009000 d\u00e9cisions en mode r\u00e9flexe et de fa\u00e7on inconsciente. Pour la plupart des d\u00e9cisions, ce mode fonctionne. Mais pour des d\u00e9cisions strat\u00e9giques, il faut mettre en place le syst\u00e8me analytique.\u201d<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Cette mise en garde prend tout son sens dans le recrutement\u00a0: chaque jugement, m\u00eame infime, peut orienter une d\u00e9cision et influencer la composition future des \u00e9quipes.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-add3608 e-flex e-con-boxed e-con e-parent\" data-id=\"add3608\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-ce316de elementor-widget elementor-widget-heading\" data-id=\"ce316de\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Quels sont les 11 biais de recrutement les plus fr\u00e9quents<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cbd6d7a elementor-widget elementor-widget-text-editor\" data-id=\"cbd6d7a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Parmi les centaines de <a href=\"https:\/\/www.shortcogs.com\/\">biais cognitifs<\/a> identifi\u00e9s, certains reviennent r\u00e9guli\u00e8rement dans le cadre du recrutement. Il est important de noter que ces biais cognitifs touchent aussi bien les recruteurs que les candidats. Il est donc essentiel pour le recruteur de les conna\u00eetre afin de ne pas \u00eatre influenc\u00e9 par leurs propres biais mais \u00e9galement par ceux des candidats. Voici les principaux biais \u00e0 conna\u00eetre pour mieux les d\u00e9tecter.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-5966e96 e-flex e-con-boxed e-con e-parent\" data-id=\"5966e96\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0a80bec elementor-widget elementor-widget-heading\" data-id=\"0a80bec\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#1 \u2014 le biais de premi\u00e8re impression\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3512e36 elementor-widget elementor-widget-text-editor\" data-id=\"3512e36\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le biais de premi\u00e8re impression se d\u00e9clenche lorsqu&rsquo;un recruteur se forge souvent une opinion dans les premi\u00e8res secondes d\u2019un entretien. Un sourire, une poign\u00e9e de main assur\u00e9e ou au contraire une attitude plus r\u00e9serv\u00e9e peuvent influencer l\u2019ensemble de l\u2019\u00e9valuation. Ce biais conduit \u00e0 sur\u00e9valuer ou sous-\u00e9valuer un candidat sans tenir compte de ses comp\u00e9tences r\u00e9elles.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b37ae84 elementor-widget elementor-widget-heading\" data-id=\"b37ae84\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"># 2 \u2014 le biais d\u2019extraordinarit\u00e9<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5b4ca0c elementor-widget elementor-widget-text-editor\" data-id=\"5b4ca0c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/www.education.gouv.fr\/media\/98393\/download\"><span style=\"font-weight: 400;\">Le biais<\/span><\/a><span style=\"font-weight: 400;\"> d&rsquo;extraordinarit\u00e9 provient d\u2019un \u00e9l\u00e9ment atypique attire l\u2019attention et prend une place d\u00e9mesur\u00e9e dans le jugement.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Par exemple un parcours international rare ou une exp\u00e9rience professionnelle originale peut occulter un \u00e9ventuel <\/span><a href=\"https:\/\/e-testing.fr\/fr\/skills-gap-competences-entreprise\/\"><span style=\"font-weight: 400;\">d\u00e9ficit de comp\u00e9tences<\/span><\/a><span style=\"font-weight: 400;\"> sur des crit\u00e8res plus essentiels pour le poste.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-e330ca6 e-flex e-con-boxed e-con e-parent\" data-id=\"e330ca6\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4100215 elementor-widget elementor-widget-heading\" data-id=\"4100215\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#3 \u2014 le biais de confirmation<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-81208a3 elementor-widget elementor-widget-text-editor\" data-id=\"81208a3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le biais de confirmation appara\u00eet quand le recruteur cherche \u00e0 confirmer une id\u00e9e qu\u2019il s\u2019est d\u00e9j\u00e0 faite. Si un candidat semble correspondre au profil attendu, seules les informations qui valident cette impression sont retenues, tandis que les signaux contraires sont minimis\u00e9s.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-041e35c elementor-widget elementor-widget-heading\" data-id=\"041e35c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#4 \u2014 l\u2019effet de halo<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-22640fe e-flex e-con-boxed e-con e-parent\" data-id=\"22640fe\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9169717 elementor-widget elementor-widget-text-editor\" data-id=\"9169717\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">L&rsquo;effet de Halo se produit quand la qualit\u00e9 per\u00e7ue chez le candidat influence la perception globale.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Par exemple, un <\/span><a href=\"https:\/\/e-testing.fr\/fr\/comment-identifier-recruter-fideliser-hauts-potentiels\/\"><span style=\"font-weight: 400;\">profil \u00e0 haut potentiel<\/span><\/a><span style=\"font-weight: 400;\"> peut amener \u00e0 supposer \u00e0 tort que la personne est performante dans n\u2019importe quel domaine.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ab7d7db e-flex e-con-boxed e-con e-parent\" data-id=\"ab7d7db\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-373fc46 elementor-widget elementor-widget-heading\" data-id=\"373fc46\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#5 \u2014 le biais de d\u00e9sirabilit\u00e9 sociale<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-0a3f086 e-flex e-con-boxed e-con e-parent\" data-id=\"0a3f086\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a68b7e5 elementor-widget elementor-widget-text-editor\" data-id=\"a68b7e5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le biais de d\u00e9sirabilit\u00e9 sociale arrive quand certains candidats adaptent leur discours pour correspondre \u00e0 ce qu\u2019ils pensent que le recruteur attend. Ce biais rend plus difficile l\u2019\u00e9valuation sinc\u00e8re des motivations et des comp\u00e9tences r\u00e9elles.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-240e924 e-flex e-con-boxed e-con e-parent\" data-id=\"240e924\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-25a27e0 elementor-widget elementor-widget-heading\" data-id=\"25a27e0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#6 \u2014 le biais de cadrage<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-6ca0b73 e-flex e-con-boxed e-con e-parent\" data-id=\"6ca0b73\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a65585b elementor-widget elementor-widget-text-editor\" data-id=\"a65585b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le biais de cadrage c&rsquo;est lorsque la mani\u00e8re dont une information est pr\u00e9sent\u00e9e <\/span><a href=\"https:\/\/www.psychomedia.qc.ca\/psychologie\/biais-cognitifs\"><span style=\"font-weight: 400;\">influence la d\u00e9cision<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Par exemple, dire qu\u2019un candidat \u00e0 un poste de <\/span><a href=\"https:\/\/e-testing.fr\/fr\/recrutement-commercial-methodes-evaluation-efficaces\/\"><span style=\"font-weight: 400;\">commercial<\/span><\/a><span style=\"font-weight: 400;\"> a \u201c\u00e9chou\u00e9 \u00e0 30\u00a0% de ses objectifs\u201d suscite une r\u00e9action diff\u00e9rente que de dire qu\u2019il en a \u201catteint 70\u00a0%\u201d, alors qu\u2019il s\u2019agit du m\u00eame r\u00e9sultat.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-e3cc0a8 e-flex e-con-boxed e-con e-parent\" data-id=\"e3cc0a8\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0850e15 elementor-widget elementor-widget-heading\" data-id=\"0850e15\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#7 \u2014 l\u2019effet de r\u00e9cence<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-9d1ae86 e-flex e-con-boxed e-con e-parent\" data-id=\"9d1ae86\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-2b32003 elementor-widget elementor-widget-text-editor\" data-id=\"2b32003\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">L&rsquo;effet de r\u00e9cence est susceptible de se produire quand lors d\u2019une s\u00e9rie d\u2019entretiens, le dernier candidat rencontr\u00e9 reste plus pr\u00e9sent<\/span><a href=\"https:\/\/fr.wikipedia.org\/wiki\/Effet_de_r%C3%A9cence\"><span style=\"font-weight: 400;\"> dans l\u2019esprit du recruteur<\/span><\/a><span style=\"font-weight: 400;\">. Cette m\u00e9moire s\u00e9lective peut fausser la comparaison globale et d\u00e9favoriser les premiers pass\u00e9s.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ff188ea e-flex e-con-boxed e-con e-parent\" data-id=\"ff188ea\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-230402b elementor-widget elementor-widget-heading\" data-id=\"230402b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#8 \u2014 le biais d\u2019entomologiste<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8049175 e-flex e-con-boxed e-con e-parent\" data-id=\"8049175\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1b18a9b elementor-widget elementor-widget-text-editor\" data-id=\"1b18a9b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le biais d&rsquo;entomologiste consiste \u00e0 <\/span><a href=\"https:\/\/www.education.gouv.fr\/media\/98393\/download#:~:text=Biais%20n%C2%B0%2011%20%E2%80%93%20Biais,des%20%C3%A9l%C3%A9ments%20techniques%2C%20tr%C3%A8s%20pragmatiques.\"><span style=\"font-weight: 400;\">suranalyser les d\u00e9tails<\/span><\/a><span style=\"font-weight: 400;\"> du CV ou du parcours d\u2019un candidat, en oubliant la vision d\u2019ensemble. Une faute d\u2019orthographe ou une exp\u00e9rience courte peut occulter un parcours riche et pertinent.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-4fe386a e-flex e-con-boxed e-con e-parent\" data-id=\"4fe386a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-95d5960 elementor-widget elementor-widget-heading\" data-id=\"95d5960\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#9 \u2014 l\u2019effet Dunning-Kruger<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3a93fb3 elementor-widget elementor-widget-text-editor\" data-id=\"3a93fb3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>L\u2019effet Dunning-Kruger est un biais cognitif par lequel les personnes peu comp\u00e9tentes dans un domaine surestiment<span style=\"font-weight: 400;\"> leur niveau parce qu\u2019elles n\u2019ont pas conscience de ce qu\u2019elles ignorent.\u00a0<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Par exemple, un d\u00e9veloppeur d\u00e9butant qui vient de suivre un court bootcamp pense pouvoir livrer seul une application complexe et estime sa ma\u00eetrise \u00e0 90 %, alors qu\u2019il ignore des notions cl\u00e9s (tests, s\u00e9curit\u00e9, architecture) \u2014 il surestime donc ses capacit\u00e9s. \u00c0 l\u2019inverse, un ing\u00e9nieur senior, conscient des subtilit\u00e9s du m\u00e9tier, \u00e9value sa ma\u00eetrise de fa\u00e7on plus modeste<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e3029c6 elementor-widget elementor-widget-heading\" data-id=\"e3029c6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#10 \u2014 les corr\u00e9lations illusoires<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-390117c e-flex e-con-boxed e-con e-parent\" data-id=\"390117c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-19241f6 elementor-widget elementor-widget-text-editor\" data-id=\"19241f6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">La corr\u00e9lation illusoire se d\u00e9finit par le fait d&rsquo;\u00e9tablir un lien qui n&rsquo;existe pas.\u00a0<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Par exemple, penser qu\u2019un dipl\u00f4me d\u2019une grande \u00e9cole garantit forc\u00e9ment la performance ou \u00e0 l\u2019inverse, qu\u2019un parcours atypique implique un manque de stabilit\u00e9.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2004677 elementor-widget elementor-widget-heading\" data-id=\"2004677\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">#11 \u2014 le biais de projection\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-fbacacb e-flex e-con-boxed e-con e-parent\" data-id=\"fbacacb\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e9009f3 elementor-widget elementor-widget-text-editor\" data-id=\"e9009f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le biais de projection arrive quand le<\/span><a href=\"https:\/\/www.education.gouv.fr\/media\/98393\/download\"><span style=\"font-weight: 400;\"> recruteur projette sa propre mani\u00e8re de fonctionner<\/span><\/a><span style=\"font-weight: 400;\"> sur le candidat. Il valorise davantage une personne qui lui ressemble ou qui partage ses centres d\u2019int\u00e9r\u00eat, au d\u00e9triment de l\u2019objectivit\u00e9.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-e5d09f5 e-flex e-con-boxed e-con e-parent\" data-id=\"e5d09f5\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-dc1f5c9 elementor-widget elementor-widget-heading\" data-id=\"dc1f5c9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Comment r\u00e9duire les biais de recrutement\u2009?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-017c4cc elementor-widget elementor-widget-text-editor\" data-id=\"017c4cc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Conna\u00eetre les biais cognitifs qui peuvent influer sur la d\u00e9cision de recrutement ne suffit pas. Pour limiter leur influence dans un processus de recrutement, plusieurs pratiques peuvent \u00eatre mises en place d\u00e8s la pr\u00e9paration des entretiens.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1db3726 elementor-widget elementor-widget-heading\" data-id=\"1db3726\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">D\u00e9finir des crit\u00e8res de s\u00e9lection clairs et objectifs<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-eb4e23a elementor-widget elementor-widget-text-editor\" data-id=\"eb4e23a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Avant de rencontrer les candidats, il est indispensable d\u2019\u00e9tablir des crit\u00e8res mesurables, directement li\u00e9s aux missions et aux comp\u00e9tences attendues. Cette pr\u00e9paration r\u00e9duit la place laiss\u00e9e \u00e0 l\u2019intuition et aux jugements subjectifs.\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2d5bcd3 elementor-widget elementor-widget-heading\" data-id=\"2d5bcd3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Structurer les entretiens<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-a6b8101 e-flex e-con-boxed e-con e-parent\" data-id=\"a6b8101\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f530fdb elementor-widget elementor-widget-text-editor\" data-id=\"f530fdb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Les questions pos\u00e9es doivent \u00eatre standardis\u00e9es pour permettre une comparaison \u00e9quitable. Cela peut prendre la forme d\u2019une grille d\u2019entretien qui structure en amont les questions \u00e0 poser lors de l\u2019entretien ou bien encore d\u2019une scorecard recrutement, qui est un outil de notation permettant de comparer objectivement les candidats apr\u00e8s l\u2019entretien.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-28d9f07 elementor-widget elementor-widget-heading\" data-id=\"28d9f07\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Impliquer plusieurs \u00e9valuateurs<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c602fd2 e-flex e-con-boxed e-con e-parent\" data-id=\"c602fd2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9c7132b elementor-widget elementor-widget-text-editor\" data-id=\"9c7132b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Associer plusieurs personnes au processus permet de croiser les points de vue et de r\u00e9duire le poids des biais individuels. La diversit\u00e9 des profils impliqu\u00e9s (RH, managers, op\u00e9rationnels\u2026) am\u00e9liore la qualit\u00e9 du jugement collectif.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ae916e0 elementor-widget elementor-widget-heading\" data-id=\"ae916e0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Recourir \u00e0 des \u00e9valuations objectives<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-96dc2ce e-flex e-con-boxed e-con e-parent\" data-id=\"96dc2ce\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b5c29fc elementor-widget elementor-widget-text-editor\" data-id=\"b5c29fc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Les <\/span><a href=\"https:\/\/e-testing.fr\/fr\/hardskills-tests-de-competence\/\"><span style=\"font-weight: 400;\">tests de comp\u00e9tences m\u00e9tiers<\/span><\/a><span style=\"font-weight: 400;\">, les<\/span><a href=\"https:\/\/e-testing.fr\/fr\/softskills-tests-de-personnalite\/\"><span style=\"font-weight: 400;\"> tests de motivation et de personnalit\u00e9<\/span><\/a><span style=\"font-weight: 400;\">, les mises en situation ou encore les \u00e9tudes de cas apportent des donn\u00e9es factuelles sur l\u2019\u00e9volution future d\u2019un candidat en entreprise. Ils compl\u00e8tent l\u2019entretien et r\u00e9duisent l\u2019impact des impressions subjectives.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6247afe elementor-widget elementor-widget-heading\" data-id=\"6247afe\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Anonymiser les candidatures<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-6dcc8ea e-flex e-con-boxed e-con e-parent\" data-id=\"6dcc8ea\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0eb19b2 elementor-widget elementor-widget-text-editor\" data-id=\"0eb19b2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Supprimer les informations sensibles comme le nom, l\u2019\u00e2ge, le sexe ou l\u2019origine permet d\u2019\u00e9valuer un parcours et des comp\u00e9tences avant tout. Cette pratique r\u00e9duit les risques de discrimination consciente ou inconsciente.\u00a0<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Selon la <a href=\"https:\/\/dares.travail-emploi.gouv.fr\/sites\/default\/files\/pdf\/de_2018-226_.pdf\">Dares<\/a><\/span><span style=\"font-weight: 400;\">, un candidat avec un pr\u00e9nom et un nom \u00e0 \u201cconsonance hexagonale\u201d re\u00e7oit <\/span><b>1,3\u00a0fois plus de r\u00e9ponses positives<\/b><span style=\"font-weight: 400;\"> qu\u2019un candidat avec un pr\u00e9nom et un nom \u00e0 \u201cconsonance maghr\u00e9bine\u201d, \u00e0 profil identique.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-beedf70 e-flex e-con-boxed e-con e-parent\" data-id=\"beedf70\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9c0ccdf elementor-widget elementor-widget-heading\" data-id=\"9c0ccdf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Utiliser des outils de sensibilisation aux biais de recrutement\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a8674ee elementor-widget elementor-widget-text-editor\" data-id=\"a8674ee\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Prendre conscience de ses propres biais est une \u00e9tape essentielle. Utiliser un <\/span><a href=\"https:\/\/e-testing.fr\/fr\/contact\/\"><span style=\"font-weight: 400;\">test de sensibilisation aux biais cognitifs en recrutement vous aidera<\/span><\/a><span style=\"font-weight: 400;\"> \u00e0 mesurer en moins d\u2019une quinzaine de minutes votre exposition aux biais les plus courants. Vous pourrez alors progresser efficacement vers des pratiques plus objectives.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Les biais de recrutement peuvent se glisser partout\u00a0: dans la lecture d\u2019un CV, lors d\u2019un entretien ou au moment du choix final. Les rep\u00e9rer, c\u2019est d\u00e9j\u00e0 un premier pas pour prendre de meilleures d\u00e9cisions et \u00e9viter de passer \u00e0 c\u00f4t\u00e9 de bons candidats.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Et ces m\u00e9canismes ne s\u2019arr\u00eatent pas \u00e0 l\u2019embauche. On les retrouve aussi dans la vie de l\u2019entreprise\u00a0: une \u00e9valuation annuelle, une promotion, l\u2019attribution d\u2019un projet strat\u00e9gique\u2026 Autant de situations o\u00f9 un jugement biais\u00e9 peut faire la diff\u00e9rence.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Biais de d\u2019entomologiste, de projection, de cadrage, de d\u00e9sirabilit\u00e9 sociale, etc sensibilisez-vous aux biais cognitifs en recrutement : <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-9ab08cb e-flex e-con-boxed e-con e-parent\" data-id=\"9ab08cb\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8d199f1 e-flex e-con-boxed e-con e-parent\" data-id=\"8d199f1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-edcbd37 elementor-widget elementor-widget-heading\" data-id=\"edcbd37\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">FAQ \u2014 Les biais de recrutement<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-57d0478 elementor-widget elementor-widget-heading\" data-id=\"57d0478\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Quels sont les biais de recrutement les plus courants\u2009?\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8e21955 e-flex e-con-boxed e-con e-parent\" data-id=\"8e21955\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-d829a1b e-flex e-con-boxed e-con e-parent\" data-id=\"d829a1b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0936afe elementor-widget elementor-widget-text-editor\" data-id=\"0936afe\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Dans la pratique, certains biais reviennent souvent. Le recruteur peut \u00eatre influenc\u00e9 par la premi\u00e8re impression qu\u2019un candidat lui laisse, se concentrer uniquement sur ce qui confirme son opinion de d\u00e9part (biais de confirmation) ou encore \u00eatre marqu\u00e9 par une qualit\u00e9 qui <\/span><span style=\"font-weight: 400;\">rejaillit sur tout le reste (effet de halo). <\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">D\u2019autres biais fr\u00e9quents concernent la d\u00e9sirabilit\u00e9 sociale, quand un candidat adapte trop son discours, ou l\u2019effet de r\u00e9cence, qui favorise le dernier entretien pass\u00e9.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Ces m\u00e9canismes, bien connus des psychologues, expliquent pourquoi des profils comp\u00e9tents passent parfois inaper\u00e7us.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-6f98bac e-flex e-con-boxed e-con e-parent\" data-id=\"6f98bac\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b6f376c elementor-widget elementor-widget-heading\" data-id=\"b6f376c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Quels sont les biais de s\u00e9lection\u2009?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-3972f6a e-flex e-con-boxed e-con e-parent\" data-id=\"3972f6a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d70947a elementor-widget elementor-widget-text-editor\" data-id=\"d70947a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le biais de s\u00e9lection appara\u00eet lorsque l\u2019\u00e9chantillon de candidats \u00e9valu\u00e9s n\u2019est pas repr\u00e9sentatif. Par exemple, cibler toujours les m\u00eames \u00e9coles ou r\u00e9seaux professionnels limite la diversit\u00e9 et renforce l\u2019homog\u00e9n\u00e9it\u00e9 des profils.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-5050c39 e-flex e-con-boxed e-con e-parent\" data-id=\"5050c39\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a28c79f elementor-widget elementor-widget-heading\" data-id=\"a28c79f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Comment \u00e9viter les biais de s\u00e9lection\u2009?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-10e8f9a e-flex e-con-boxed e-con e-parent\" data-id=\"10e8f9a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d836b35 elementor-widget elementor-widget-text-editor\" data-id=\"d836b35\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">La mise en place de crit\u00e8res objectifs, l\u2019utilisation d\u2019entretiens structur\u00e9s, l\u2019implication de plusieurs \u00e9valuateurs et le recours \u00e0 des tests standardis\u00e9s permettent de limiter ces biais. Des outils comme le <\/span><b>test de sensibilisation E-testing<\/b><span style=\"font-weight: 400;\"> aident \u00e9galement les recruteurs \u00e0 prendre conscience de leurs propres tendances.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-df882da e-flex e-con-boxed e-con e-parent\" data-id=\"df882da\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-286c027 e-flex e-con-boxed e-con e-parent\" data-id=\"286c027\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>On recense aujourd\u2019hui plus de 250\u00a0biais cognitifs. Pr\u00e9sents partout dans notre quotidien, ils influencent nos perceptions et nos jugements\u2026 In\u00e9vitablement, ils s\u2019invitent aussi dans le recrutement. \u00a0 Concr\u00e8tement, cela donne lieu \u00e0 des candidats parfois \u00e9cart\u00e9s sans raison valable, des d\u00e9cisions qui manquent d\u2019objectivit\u00e9 et, \u00e0 terme, un impact r\u00e9el sur la diversit\u00e9 des \u00e9quipes [&hellip;]<\/p>\n","protected":false},"author":13,"featured_media":28962,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[127,128,52],"post_folder":[],"class_list":["post-28960","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","tag-biais-cognitifs","tag-biais-recrutement","tag-recrutement"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Biais de recrutement : qu\u2019est-ce que c\u2019est\u2009? Comment les \u00e9viter\u2009?<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez 11 biais de recrutement fr\u00e9quents, des conseils pratiques et tests de sensibilisation \u00e0 destination des recruteurs.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Biais de recrutement : qu\u2019est-ce que c\u2019est\u2009? Comment les \u00e9viter\u2009?\" \/>\n<meta property=\"og:description\" content=\"D\u00e9couvrez 11 biais de recrutement fr\u00e9quents, des conseils pratiques et tests de sensibilisation \u00e0 destination des recruteurs.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/\" \/>\n<meta property=\"og:site_name\" content=\"E-testing\" \/>\n<meta property=\"article:published_time\" content=\"2025-09-18T10:35:33+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-11-26T09:55:25+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"556\" \/>\n\t<meta property=\"og:image:height\" content=\"269\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Melvyn\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Melvyn\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"9 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/\"},\"author\":{\"name\":\"Melvyn\",\"@id\":\"https:\/\/e-testing.fr\/fr\/#\/schema\/person\/35fca3675e399eb08cb0ce40f28b8a46\"},\"headline\":\"Quels sont les 11 biais de recrutement les plus fr\u00e9quents ?\",\"datePublished\":\"2025-09-18T10:35:33+00:00\",\"dateModified\":\"2025-11-26T09:55:25+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/\"},\"wordCount\":1951,\"publisher\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/#organization\"},\"image\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp\",\"keywords\":[\"biais cognitifs\",\"biais recrutement\",\"Recrutement\"],\"articleSection\":[\"Articles\"],\"inLanguage\":\"fr-FR\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/\",\"url\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/\",\"name\":\"Biais de recrutement : qu\u2019est-ce que c\u2019est\u2009? Comment les \u00e9viter\u2009?\",\"isPartOf\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp\",\"datePublished\":\"2025-09-18T10:35:33+00:00\",\"dateModified\":\"2025-11-26T09:55:25+00:00\",\"description\":\"D\u00e9couvrez 11 biais de recrutement fr\u00e9quents, des conseils pratiques et tests de sensibilisation \u00e0 destination des recruteurs.\",\"breadcrumb\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#breadcrumb\"},\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage\",\"url\":\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp\",\"contentUrl\":\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp\",\"width\":556,\"height\":269,\"caption\":\"Biais cognitifs dans le recrutement\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Accueil\",\"item\":\"https:\/\/e-testing.fr\/fr\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Quels sont les 11 biais de recrutement les plus fr\u00e9quents ?\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/e-testing.fr\/fr\/#website\",\"url\":\"https:\/\/e-testing.fr\/fr\/\",\"name\":\"E-testing\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/e-testing.fr\/fr\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"fr-FR\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/e-testing.fr\/fr\/#organization\",\"name\":\"E-testing\",\"url\":\"https:\/\/e-testing.fr\/fr\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\/\/e-testing.fr\/fr\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/01\/logo-E-testing-180.png\",\"contentUrl\":\"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/01\/logo-E-testing-180.png\",\"width\":180,\"height\":51,\"caption\":\"E-testing\"},\"image\":{\"@id\":\"https:\/\/e-testing.fr\/fr\/#\/schema\/logo\/image\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\/\/e-testing.fr\/fr\/#\/schema\/person\/35fca3675e399eb08cb0ce40f28b8a46\",\"name\":\"Melvyn\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\/\/e-testing.fr\/fr\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/a8f1a3f257642742ee09f850fdb0c3c692e0d966c8d0cfedbfdf5e900bea52b2?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/a8f1a3f257642742ee09f850fdb0c3c692e0d966c8d0cfedbfdf5e900bea52b2?s=96&d=mm&r=g\",\"caption\":\"Melvyn\"}}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Biais de recrutement : qu\u2019est-ce que c\u2019est\u2009? Comment les \u00e9viter\u2009?","description":"D\u00e9couvrez 11 biais de recrutement fr\u00e9quents, des conseils pratiques et tests de sensibilisation \u00e0 destination des recruteurs.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/","og_locale":"fr_FR","og_type":"article","og_title":"Biais de recrutement : qu\u2019est-ce que c\u2019est\u2009? Comment les \u00e9viter\u2009?","og_description":"D\u00e9couvrez 11 biais de recrutement fr\u00e9quents, des conseils pratiques et tests de sensibilisation \u00e0 destination des recruteurs.","og_url":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/","og_site_name":"E-testing","article_published_time":"2025-09-18T10:35:33+00:00","article_modified_time":"2025-11-26T09:55:25+00:00","og_image":[{"width":556,"height":269,"url":"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp","type":"image\/webp"}],"author":"Melvyn","twitter_card":"summary_large_image","twitter_misc":{"\u00c9crit par":"Melvyn","Dur\u00e9e de lecture estim\u00e9e":"9 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#article","isPartOf":{"@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/"},"author":{"name":"Melvyn","@id":"https:\/\/e-testing.fr\/fr\/#\/schema\/person\/35fca3675e399eb08cb0ce40f28b8a46"},"headline":"Quels sont les 11 biais de recrutement les plus fr\u00e9quents ?","datePublished":"2025-09-18T10:35:33+00:00","dateModified":"2025-11-26T09:55:25+00:00","mainEntityOfPage":{"@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/"},"wordCount":1951,"publisher":{"@id":"https:\/\/e-testing.fr\/fr\/#organization"},"image":{"@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage"},"thumbnailUrl":"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp","keywords":["biais cognitifs","biais recrutement","Recrutement"],"articleSection":["Articles"],"inLanguage":"fr-FR"},{"@type":"WebPage","@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/","url":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/","name":"Biais de recrutement : qu\u2019est-ce que c\u2019est\u2009? Comment les \u00e9viter\u2009?","isPartOf":{"@id":"https:\/\/e-testing.fr\/fr\/#website"},"primaryImageOfPage":{"@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage"},"image":{"@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage"},"thumbnailUrl":"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp","datePublished":"2025-09-18T10:35:33+00:00","dateModified":"2025-11-26T09:55:25+00:00","description":"D\u00e9couvrez 11 biais de recrutement fr\u00e9quents, des conseils pratiques et tests de sensibilisation \u00e0 destination des recruteurs.","breadcrumb":{"@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#breadcrumb"},"inLanguage":"fr-FR","potentialAction":[{"@type":"ReadAction","target":["https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/"]}]},{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#primaryimage","url":"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp","contentUrl":"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/09\/biais-cognitifs-recrutement.webp","width":556,"height":269,"caption":"Biais cognitifs dans le recrutement"},{"@type":"BreadcrumbList","@id":"https:\/\/e-testing.fr\/fr\/biais-recrutement-eviter\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Accueil","item":"https:\/\/e-testing.fr\/fr\/"},{"@type":"ListItem","position":2,"name":"Quels sont les 11 biais de recrutement les plus fr\u00e9quents ?"}]},{"@type":"WebSite","@id":"https:\/\/e-testing.fr\/fr\/#website","url":"https:\/\/e-testing.fr\/fr\/","name":"E-testing","description":"","publisher":{"@id":"https:\/\/e-testing.fr\/fr\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/e-testing.fr\/fr\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"fr-FR"},{"@type":"Organization","@id":"https:\/\/e-testing.fr\/fr\/#organization","name":"E-testing","url":"https:\/\/e-testing.fr\/fr\/","logo":{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/e-testing.fr\/fr\/#\/schema\/logo\/image\/","url":"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/01\/logo-E-testing-180.png","contentUrl":"https:\/\/e-testing.fr\/fr\/wp-content\/uploads\/2025\/01\/logo-E-testing-180.png","width":180,"height":51,"caption":"E-testing"},"image":{"@id":"https:\/\/e-testing.fr\/fr\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/e-testing.fr\/fr\/#\/schema\/person\/35fca3675e399eb08cb0ce40f28b8a46","name":"Melvyn","image":{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/e-testing.fr\/fr\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/a8f1a3f257642742ee09f850fdb0c3c692e0d966c8d0cfedbfdf5e900bea52b2?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/a8f1a3f257642742ee09f850fdb0c3c692e0d966c8d0cfedbfdf5e900bea52b2?s=96&d=mm&r=g","caption":"Melvyn"}}]}},"_links":{"self":[{"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/posts\/28960","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/comments?post=28960"}],"version-history":[{"count":39,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/posts\/28960\/revisions"}],"predecessor-version":[{"id":29528,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/posts\/28960\/revisions\/29528"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/media\/28962"}],"wp:attachment":[{"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/media?parent=28960"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/categories?post=28960"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/tags?post=28960"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/e-testing.fr\/fr\/wp-json\/wp\/v2\/post_folder?post=28960"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}