Hire Based on Facts, Not Feels

in Data, industrial organizational psychology, Uncategorized

a heart, symbolizing the error of hiring job candidates based on subjective observations and feelingsIs it enough for a job candidate to “show up” for an interview?

A prominent voice on LinkedIn recently garnered more than 17,000 likes with a post that read, in part:

We just hired a Gen-Z candidate with zero experience. Here’s why… They arrived 10 min early for their morning interview (respect ✊), pronounced my name correctly (major kudos), had a firm handshake, dressed sharp, and brought a hard copy of their resume (I didn’t need it). During the interview they smiled, made eye contact, and were honest about having zero experience (we value honesty). They asked me questions, they wanted to learn, they showed up! To all the hiring decision makers out there, don’t disqualify candidates because they don’t have “experience.”

By all means, don’t discriminate against Gen-Z or any other Gen, or against candidates who don’t have experience if the job doesn’t require it. But be smart about hiring, based on Continue reading »