Almost every hiring manager in the IT, Data and Development space feels like they have a natural eye for talent. If that were the case, mis-hire risks wouldn’t be crippling.
Mis-hire rates vary from 20% to almost 50%, depending on what you class as a mis-hire (lower if talking about a bad hire, higher if regarding a disappointing candidate, who whilst still has a place in your business, wouldn’t be hired again if you had the chance).
Most hiring managers believe to better the odds, they need to be more careful, more thorough – when in reality all they achieve is ‘be more slow’.
In the end after adding extra hoops delaying the process, they trust their gut instinct anyway.
But our gut instincts, at least when it comes to hiring, tend to be wrong most of the time.
Simply, in recruitment, our gut instinct is just affinity bias and confirmation bias.
Affinity bias is the tendency to like people similar to ourselves.
Confirmation bias is the tendency to seek information to confirm pre-existing assumptions.
Essentially, we make an initial assumption about a candidate (usually reacting positively if they act and talk like us), then spend the rest of our time unconsciously trying to confirm that initial assumption
We all do this at the expense of using an objective set of measures to assess candidates.
Simply put, don’t rely on your gut to make smart hiring decisions