Hiring is subjective. How to add objective sauces?

Hiring is subjective. How to add objective sauces?

We, as hiring managers, always know that hiring is subjective. For example, the shortlist of candidates I choose among 100 candidates would be different from the pool of candidates that another person in my position would choose because of the following two reasons; perception and bias. First, the way I perceive as what is the culture of the team and which soft skills are needed for the specific position would be different from the way he/she does. Second, we are prone to conscious or subconscious bias such as likability or relatability which may have no correlation to the candidate’s job performance, once hired.

The Truth About Who Gets Hired — And Who Doesn’t

explains how subjective hiring processes are.

I wondered “Is it only in this company that managers make hiring decisions based on shifting and oftentimes very personal factors?” Then I became an HR person, and I had the opportunity to talk to lots of other HR people. Here’s what I learned: deciding which candidate to hire is nearly all art, and very little science. — Liz Ryan. Founder and CEO, Human Workplace; Author, “Reinvention Roadmap”

How to minimize this subjective aspect of hiring processes? There are three magic sauces to add.

First, set the hiring strategy.

Tips for hiring the right person

Finding the right person for the job can be a frustrating, time consuming, and costly process. Here are some tips for you to land the perfect candidate.

By: Daniel Teo

Check Your Hiring Approach: The Do’s and Don’ts of Recruitment

7 do’s and 7 don’ts to drive a successful recruitment/hiring strategy in your company.

By: Kevin Marbaniang

Second, set the priority

Why These 3 Things Matter More Than Experience In The Job Interview Process

Trust, Resourcefulness, and Communication > Former experiences

By: Chris Westfall

Lyft’s VP of design uses this go-to interview question to test a candidate’s ‘growth mindset’—here’s how to answer it

As a long-time executive in Silicon Valley, Katie Dill knows what it takes to hire and build a solid team. “I really like to hear things through stories,” she says. “So, I ask to hear a story about something they have worked on that they really liked and that they felt best utilized their greatest skills.”

Lastly, use the scientific method

A Data-Driven Approach to Hiring More Diverse Talent

According to a 2018 McKinsey report, companies in the top-quartile for workforce diversity are 33% more likely to financially outperform their less diverse counterparts.

Collect data and translate data into action

By: Sandy Cross and Porter Braswell


Four ways AI(Artificial Intelligence) recruitment software can help hiring managers.

By: Simon Cocking

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