Stop hiring on ‘instinct’

Relying on your gut feeling to make hiring decisions is not impressive or courageous, it's simply lazy and careless, according to Filip Pesek. Many managers claim they "go with their gut," a phrase used for various decision-making processes. While it may work sometimes, it's quickly dismissed when it doesn't. However, when it comes to recruitment, a bad hire is difficult to conceal, particularly when the emphasis on forming a strong team is high. So, why doesn't this reflect in the typical recruitment process?

When a CV is skimmed, someone comes in for an interview and says all the right things, and you feel a connection, they get the job. You wouldn't make any other significant business decision based on such limited input. Yet, you would trust your gut for a role that impacts your entire business. The truth is, you wanted to avoid the effort involved in proper hiring.

To truly assess a candidate, you need to understand the necessary behaviors, skills, and the kind of person your team requires. A quick glance at a CV or a fleeting gut feeling over coffee cannot provide this insight. After all, instinct is not objective - you might still choose people you're personally drawn to, without considering whether they are suitable for the job and can bring real value to your team.

CVs have become the cornerstone of recruitment for decades, with professional CV writing being a lucrative industry. But this approach has its flaws. CVs only reveal what candidates claim they've done, which is essentially self-promotion. Fact-checking falls on you, but it's doubtful you're doing it thoroughly. Instead, consider alternative methods.

For instance, asking candidates to record a two-minute video about themselves and their value to your business could provide more insight. Can they present a simple argument? Can they explain themselves clearly? Can they communicate effectively? Only then can you ascertain if they truly understand the role you're hiring for.

Regarding AI, it's being questioned how to prevent candidates from using it to complete application assessments. However, this is the wrong question. Everyone, including yourself, will likely use AI. So, instead of focusing on this, test for traits that AI cannot replicate. For example, ask a salesperson to record a 10-minute video explaining their sales philosophy.

This allows you to observe their philosophy in action and determine if it's genuine. For an executive assistant, a live puzzle with no preparation, tools, or AI could be used. The goal is to listen to how they think under pressure, as this reflects their problem-solving abilities and adaptability. Remember, hiring takes time. My company spends around six weeks on this process, which may seem slow, but it's because the only effective method is running candidates through the entire process and refusing to skip any steps.

Even then, mistakes can happen. A great hire might leave for personal reasons, such as falling in love or moving to Tahiti. This doesn't necessarily mean a hiring failure, but it's a reminder that you've done everything reasonably possible to determine if a person was right for the job at the time of hire.