EXPLORING THE ROLE OF IMPLICIT BIAS IN HIRING DECISIONS: AN EMPIRICAL STUDY OF PRIVATE BANKS IN SAGAR DISTRICT

Implicit bias in recruitment continues to challenge efforts toward equitable and inclusive hiring practices, impacting candidate evaluation and overall workplace diversity. This paper presents a systematic review of peer-reviewed literature and an empirical analysis of implicit bias in hiring, examining how unconscious biases shape candidate selection, hinder diversity, and reinforce structural inequalities. The study employs a mixed-methods approach, incorporating structured surveys and regression analysis to measure the impact of gender, race, age, and affinity bias on hiring decisions within private banks in Sagar District. Findings indicate that structured interviews and blind recruitment can partially reduce bias; however, the pervasive nature of implicit attitudes underscores the need for ongoing research and adaptive organizational practices. The study identifies key gaps in existing literature and proposes future research directions to enhance understanding and inform more effective interventions. By providing actionable insights and strategic recommendations, this paper aims to support HR professionals and organizations in cultivating fairer recruitment practices and fostering diverse and inclusive workplaces