All right, let’s get straight to this mistake you must learn how to avoid: lack of objectivity in the overall hiring process.

The worst would be hiring with your “guts feelings.” That is by far the worst application of subjectivity that you can find. In the recruitment world, we have a saying: “Subjectivity kills.” Subjectivity leads to difficulties in evaluating candidates against each other. It also leads to potential trouble with the EEOC (Equal Employment Opportunity Commission), as it opens the door to discrimination - even if not meant.

One of the first lines of investigations by the EEOC is: do you have a standard hiring procedure which optimizes objectivity while minimizing discrimination? Technically, it means that lack of a formal, standard procedure in the hiring process is the first indicator of potential violation of anti-discrimination laws. As a matter of fact, the first thing that the EEOC would request during an inspection is that you provide a copy of your standard hiring procedure as well as a copy of your standard hiring policy.

Failure to provide those documents guarantees to cost your company between $40,000 and $50,000 in legal fees, to comply with EEOC regulations and to avoid a lawsuit. So, the first liability of subjectivity in the hiring process is a legal one, which can cost you a lot of headaches and a lot of money.

The second liability of lacking objectivity in your hiring process is more technical, but it can be devastating, simply because of a higher rate of hire failures. The more subjective, the less effective and the more costly.

Here are some typical examples of subjectivity which can make your hiring procedure sketchy,
ineffective… and legally dangerous :

• You don't like the candidate’s appearance
• You don't like the candidate’s accent
• Your “gut feelings” are telling you the candidate is not going to do well in your team
• You fall for the candidate’s amazing communication skills during the interview
•You are prejudiced because the candidates is your boss's friend
•You are very impressed by the candidates resume, so much so that you almost decided to
   hire them before the first interview
• You ask different questions to different candidates applying to the same position
• You are told by your management or your executive team that the candidate you just
    interviewed does not look they can fit in the group
• You don't have a standard, written hiring procedure
• You don't have a standard written hiring policy
• No job descriptions developed prior to starting a hiring campaign
• Lack of agreement among the executive team on the qualifications required for an open position
• Lack of coordination between recruiters and operational executives on the ideal profile
• You use testing tools on some candidates but not on all for the same position

Best success,

Patrick Valtin,
CEO Hirebox