The Science Behind Recruitment

While intuition has its place in human decision-making, when it comes to recruitment, relying solely on gut feeling can lead to bias, inconsistent results and missed opportunities.  

Today, thanks to advancements in technology and data analytics, recruitment is increasingly driven by science. The goal is to take the uncertainty and subjectivity out of the hiring process and replace it with data-driven, objective decision-making.  

Moving Beyond Intuition: The Problem with “Gut Feelings” 

Gut feelings or intuition are often informed by past experiences, personal biases or unconscious preferences. While they may sometimes lead to good decisions, they are just as likely to result in misjudgments. Relying solely on intuition can introduce several problems in the recruitment process: 

1. Bias: Everyone has unconscious biases – whether based on gender, age, race or even how a candidate presents themselves in an interview. These biases can skew judgement, leading to less diverse and potentially less qualified candidates.  

1. Inconsistency: Intuition is highly subjective. Something that feels right to one decision-maker may feel wrong to another, making the hiring process inconsistent. This can lead to candidates being treated unequally or inconsistently across interviews.  

1. Emotional influence: Gut feelings are also influenced by emotions and other factors that may not be relevant to a candidate’s ability to perform in a role. For example, a decision-maker might feel an instant connection with a candidate based on personality alone but overlook other critical factors like skills or experience.  

The Role of Data in Recruitment: A More Objective Approach 

With the rise of data-driven recruitment tools, organisations can now take the guesswork out of hiring decisions. Rather than relying on subjective feelings or personal biases, decision-makers are turning to data that highlight patterns, behaviours and traits that predict future job performance. 

1. Skills and competencies testing: Rather than relying on resumes or interviews alone, companies can use scientifically validated assessments to evaluate a candidate’s technical skills. These tests provide concrete, objective data on a candidate’s abilities and how well they align with the role’s requirements.  

1. Behavioural and personality assessments: Personality tests like the NEO Personality Inventory Test help decision-makers gain insights into how a candidate is likely to perform in various work environments. These assessments provide an objective look at traits such as openness, conscientiousness, extraversion and agreeableness. 

The Future of Recruitment 

While data and technology are transforming recruitment, human insight still plays a crucial role. Technology can provide data-driven recommendations, but ultimately, hiring decisions require empathy, understanding and cultural context. The key is to balance the two – using data to remove bias, increase objectivity and improve efficiency, while still allowing room for human judgement where necessary.  

By embracing a scientific, data-driven approach to recruitment, organisations can remove the guesswork and bias from their hiring decisions, leading to better outcomes for both the company and its employees.