What cognitive bias might one exhibit when dismissing a candidate based on stereotypical views of their gender's interests?

The cognitive bias that is exhibited when dismissing a candidate based on stereotypical views of their gender's interests is commonly referred to as prejudice. Prejudice involves forming opinions or judgments about individuals based on characteristics such as race, gender, or age, rather than evaluating them on their individual merits or qualifications. It reflects an unfair bias and can severely limit opportunities for candidates who do not fit traditional stereotypes.

By relying on gender stereotypes, one is effectively making assumptions about a person's capabilities or interests solely based on their gender, rather than considering their unique skills and experiences. This type of bias can negatively impact the decision-making process in scenarios like hiring or promotions, as it overlooks the true potential of individuals.

The other options represent different types of cognitive biases or ideologies that do not specifically relate to the dismissal of candidates based on gender stereotypes. For instance, conservatism refers more to a preference for traditional views and resistance to change, while causal oversimplification involves attributing a cause to an event that is far too simple. Radicalism typically relates to advocacy for fundamental change or extreme views. In contrast, prejudice clearly encapsulates the unfair assessment based solely on gender, making it the most accurate choice in this context.