If you have 1 minute 30 seconds spare today, give yourself the gift of insights and food for thought. Does your organisation prioritise Likeability or Capability in the hiring process? Jamie D Forrester highlights some important points for organisations to consider in his post here! #DiversityInTech #DiversityAndInclusion #EqualityInTheWorkplace #WhatMattersMost #Hiring #HiringBias #HiringProcess #CompanyCulture #WeNeedDifferentPerspectivesToBuildGreatThings #FoodForThought #TechUK
Likability vs Capability: What Matters Most in Hiring? Are you prioritising likability over capability in your hiring decisions? Recruiters often encounter the classic feedback of "not a cultural fit," but what exactly does that entail, and what underlying factors drive hiring managers to make such determinations? This video looks at the reasons behind likability often being seen as more important that capability. Before or after watching, here are some important points to consider: 🔎 Great leaders don't just seek conformity; they encourage diverse perspectives and create an environment where dissenting opinions are valued, fostering innovation. 🔎 It's important to recognise the dangers of confirmation bias, where recruiters cherry-pick data to support their preconceived beliefs about candidates, potentially leading to discriminatory practices and lack of diversity. 🔎 Hiring in one's own image can perpetuate strengths while compounding weaknesses, emphasising the need for diverse teams to foster creativity and innovation. 🔎 Hiring solely based on surface-level personality traits like energy and sociability may create a feel-good atmosphere but could result in overlooking essential skills and qualifications crucial for the role. 🔎 Overemphasis on "cultural fit" can inadvertently limit diversity and stifle fresh ideas, perpetuating biases that hinder organisational growth. 🔎 Biases such as affinity bias often lead recruiters to favor candidates who mirror their own backgrounds or traits, undermining efforts towards building a diverse workforce. 🔎 In the realm of virtual recruiting, background distractions can significantly influence perceptions, impacting hiring decisions in unforeseen ways. 🔎 Biases can emerge from early impressions formed by viewing candidate photos or resumes, leading to skewed judgments and compromised hiring outcomes. 🔎 Cluster bias can result in incorrect conclusions during the hiring process, undermining the validity of decision-making. 🔎 Unconscious biases wield significant influence, shaping initial impressions during interviews and potentially skewing evaluations of candidates from the outset. Hope they’re helpful…😄