Stop hiring mini-mes!
Favouritism within the hiring process can lead to employers subconsciously hiring those who are similar to themselves. This can be due to different rationales that lead to an unfair advantage. Their skills and experience play second best to their personal characteristics of which match the hiring managers or recruiters. Basing hiring decisions on this will mean potential candidates are favoured because of an unconscious bias. Find out how to minimise this risk with the addition of hiring technology here.
The risk of hiring someone similar to yourself
The risk of a hiring manager or recruiter choosing to employ someone who is like themselves can result in a bias decision. Bias in recruitment can mean that some candidates are favoured over others due to reasons that are unspecific to their skills and experience. This is sometimes based on discriminating against a candidate’s personal characteristics such as their age, gender, nationality…etc – to name a few! Whether this is unconscious or intentional the outcome still remains unfair and unjustified.
Lack of diversity
Diversity is key within any workplace to encourage different work styles, ideas, and input. Something that is difficult to achieve if the hiring professional chooses only to recruit those who are similar to themselves. Some employers seek a good fit culturally within a company to make sure the candidate will be happy within their new role.
Determining the best culture fit for a position is important to recognise that a candidate’s work style, personality and values align with the employers. It has the potential to improve the quality of hiring with the ultimate aim of creating a happy workforce that retains employees. Taking the company culture into consideration during the hiring process means that personality, skills and experience are assessed to promote a good cultural fit. If these factors are ignored and the hiring manager chooses an individual who reflects similar traits to themselves then this will affect the quality of hire.
What a bad hire can mean for a company
Building a good rapport with the candidate in an interview is essential for making the candidate feel at ease to encourage high-quality answers. However, this is something that is to be done with each person that attends the interview and it should not be made obvious some are favoured over others. If the candidate has similar personality traits to the hiring manager it does not necessarily mean they will become a great hire.
Through choosing to ignore a candidate’s relevant experience and skills and basing the final decision on how well they were perceived in an interview, will likely result in a bad hire. This mistake can be detrimental for companies and cost them up to £15,000 in losses when poor decisions are made. Therefore showing the importance of taking into consideration different aspects of the candidate’s application and not just basing the decision on how well the interviewer and interviewee hit it off.