Research from recruitment-tech company, Worksome has suggested that it isn’t talent shortages that keep employers and willing/capable job-seekers apart, it’s the hiring process. The central problem seems to be the uncontrollable and confused mix of unconscious bias and experience-based logic used to make employer-to-candidate matches.
In 2015, hiring new employees was ranked the No. 2 challenge facing companies of all sizes, and a year later it was ranked as No 1. While hiring the right people is essential the company’s new research shows businesses are suffering a staggering failure rate in the employer-to-candidate matchmaking process, that could be due to elements that are beyond their control and result from their confused approach to decision-making.
When 515 senior business decision-makers were asked what personality traits were preferable when it came to recruiting new hires, many responses were contradictory. This showed how decision making can become a complicated wrestling match between unseen biases and what you know you should need in a successful candidate.
The research found:
- 84 per cent of people choose someone who is adventurous, while 66 per cent want someone who is unambitious/content (66 per cent)
- 78 per cent prefer an extrovert over an introvert. Yet 76 per cent prefer a follower over a leader.
- And while this 76 per cent of senior decision makers want a follower, they also want them to be proactive (77 per cent) rather than reactive, and be more inclined to display audacious behaviour (86 per cent) over mild-manners.
The research showed that the current approach is hitting businesses hard through the impact of mismatched or under-skilled hires. Meanwhile, the research also found:
- only a third of new employees make it through their probationary period
- Only 8 per cent of businesses feel like their new hires have all the skills needed for the job.
In total, that means that one in every three new hires could be wasting businesses £23k.
“We constantly make decisions based on gut instincts and unconscious bias,” commented Dr Charles Seger, School of Psychology at the University of East Anglia. “Our brains are wired to process much of what we see without a lot of cognitive effort. When we perceive another person, we automatically integrate their appearance, manner of speaking, and overt behaviour into our impressions of them. These automatic perceptions can make recruitment difficult because our decision-making will be biased without our awareness. Factors unrelated to a candidate’s answers or abilities may be the deciding factor for who is hired, even if we try to correct for any biases we think we have. Blindfolded interviews would allow for recruiters to avoid being biased by the appearance of the candidate, better allowing them to focus their minds on the tangible, relevant quality of the candidate.”
Mathias Linnemann Co-Founder of Worksome added: “On the surface, the research seems to support the reasons why there is a growing practice of ‘name blind’ application policies. You could argue that, to counteract the damage that this confused approach to recruitment can bring, businesses could even extend this further to ‘blindfold’ style interviews to discourage unconscious bias.
“The process of metaphorically ‘blindfolding’ parts of your recruitment process has its merits, because it eliminates the traditional variables associated with bias, such as the age, gender, race, location, education, etc,” he continued. “However, where we have seen true success is with organisations who have used recruitment technology to solve this issue. Tech-based solutions match and filter by skills and capabilities solely, and offer hiring managers a pool of the top-most qualified people to choose from.”
