This thesis investigates the problem of Affinity Bias in recruitment processes, particularly in Dutch public organizations. Affinity Bias refers to the tendency for recruiters to favor candidates...Show moreThis thesis investigates the problem of Affinity Bias in recruitment processes, particularly in Dutch public organizations. Affinity Bias refers to the tendency for recruiters to favor candidates with similar backgrounds or characteristics, resulting in hiring decisions based on personal preferences rather than qualifications, skills, and experience. This bias can have a detrimental effect on diversity and inclusiveness in the workplace. The thesis aims to identify Affinity Bias’s manifestation in recruitment and selection processes and its impact on Dutch Public Organizations. The theoretical model proposed in this paper builds on existing literature on Diversity and Inclusion, Recruitment and Selection Processes, Social Identity Theory, and Affinity Bias. The inductive research design applies interpretative phenomenological analysis (IPA) to explore how public sector recruiters make sense of their experiences through Semi-Structured Interviews. This thesis aims to contribute to the existing literature on Affinity Bias and its interrelation with the Social Identity Theory, as well as provide empirical evidence on the presence of affinity bias in Dutch public organizations, extending existing knowledge by exploring a model in a new context and a different population, and providing practical implications for public organizations in the Netherlands and beyond.Show less
