The Subjective Side of Hiring: A Former Manager’s Honest Perspective

Hiring isn’t as straightforward as it seems. Sure, employers look at qualifications and experience, but as a manager who has had to hire occasionally, I can tell you it’s a lot more subjective than that. Personal biases and individual preferences play a huge role in hiring managers’ decisions.

Personal Biases at Play

From my experience, hiring managers bring their own backgrounds into the evaluation process. For example, one candidate might have all the technical skills in the world but doesn’t quite fit with the team’s vibe. On the other hand, someone with less experience but a great attitude can really energise the workplace. Recognising these biases can lead to better hiring decisions.

The Importance of Cultural Fit

Cultural fit often gets overlooked in the hiring process, yet it matters a lot. When I think about potential candidates, it’s not just about whether they can do the job but also how well they will mesh with the existing team. A positive attitude and willingness to collaborate can make all the difference in keeping morale high.

When I hired, I sometimes had my boss, the CEO, alongside me. Interestingly, we didn’t always agree on candidates. He would focus on experience and skills, while I prioritised attitude. Thankfully, he trusted my judgement, and since we were hiring for my team, I usually won those arguments. Not once was I wrong about my choice. Candidates with the right attitude consistently proved to be the best fit for the team.

The Value of Attitude

A candidate’s attitude can often outweigh their qualifications. People who are adaptable, hardworking, and bring positive energy are invaluable assets. They can drive innovation and help create a supportive atmosphere in the workplace.

Embracing Diversity

Diversity isn’t just about backgrounds; it’s also about perspectives. A team made up of different viewpoints can tackle problems more creatively. Employers should foster an inclusive environment where everyone’s ideas are welcomed, ensuring that all voices are heard.

Conclusion

Navigating the job market can feel daunting, especially when it seems like every decision is based solely on experience and skills. Yet, as I reflect on my experiences both as a manager and now as a job seeker, I see the importance of recognising the human side of hiring. Employers need to remember that behind every application is a person—a person with hopes, dreams, and the potential to bring something unique to the team.

We’re all in this together. By valuing attitude and cultural fit alongside qualifications, we can create a hiring process that not only seeks the right skills but also nurtures a supportive and collaborative workplace. I hope that employers will take the time to understand the individuals behind the CVs, fostering an environment where everyone feels valued and connected.