{"id":14939,"date":"2025-04-29T12:50:48","date_gmt":"2025-04-29T12:50:48","guid":{"rendered":"https:\/\/topat10.com\/?p=14939"},"modified":"2025-04-29T12:50:48","modified_gmt":"2025-04-29T12:50:48","slug":"managers-are-hiring-people-based-on-whether-or-not-they-like-them-personally-and-it-could-lead-to-some-big-problems-at-work","status":"publish","type":"post","link":"https:\/\/topat10.com\/?p=14939","title":{"rendered":"Managers are hiring people based on whether or not they like them personally and it could lead to some big problems at work"},"content":{"rendered":"\n

Good morning!<\/p>\n

Hiring managers are supposed to select the perfect candidate<\/a> based on any number of criteria, from skills matching<\/a> to leadership potential<\/a>. But new data<\/a> shows just how much an applicant\u2019s personal rapport with their interviewer matters.   <\/p>\n

Candidates who receive job offers are 12 times more likely to be described as having a \u201cgreat personality,\u201d according to a new report<\/a> from HR software company Textio, which analyzed 10,377 documented interview assessments for more than 3,900 candidates. People who were eventually hired were five times more likely to be described as \u201cfriendly,\u201d and four times more likely to be described as \u201chaving great energy,\u201d in the written feedback.<\/p>\n

\u201cWhen these recruiters were choosing to hire somebody, a big part of the consideration was whether or not they liked the person,\u201d Kieran Snyder, cofounder and chief scientist at Textio, tells Fortune<\/em>.\u00a0\u00a0<\/p>\n

Bringing \u201cgreat energy\u201d to an interview could be a bonus for those in more people-oriented positions like sales, but it\u2019s certainly not a trait needed for all jobs. And it shouldn’t be a determining factor around whether or not to hire someone, says Snyder. Leaning into that kind of vague, personality-based feedback for a new hire can also be unhelpful to both the person, and the workplace overall in the long run. <\/p>\n

\u201cFor high performers, when they get that kind of generic feedback, even if it’s positive, they are significantly more likely to quit 12 months later, because it’s hard to see a path to growth if you’re not given any notes on what you can continue to develop,\u201d she says. <\/p>\n

There\u2019s also gender bias at play when it comes to how men and women job seekers are judged, according to the report. Successful male candidates were more likely to be described as \u201clevel-headed\u201d and \u201cconfident\u201d during their interview, while successful women were much more likely to be called \u201cbubbly\u201d and \u201cpleasant.” Seeing these kinds of comments should pose a red flag for CHROs, Snyder notes\u2014hiring managers relying on their gut instincts may have some serious blind spots when it comes to sexism. <\/p>\n

In order for employers to avoid biases when it comes to hiring people based on likeability, Snyder suggests CHROs make sure the job descriptions themselves each have three to four essential skills listed. That way, there\u2019s a rubric to follow and HR professionals are more likely to focus on whether that individual has the experience they need.  <\/p>\n

\u201cThese are all the sort of functional skills that we want to look for and that needs to take paramount,\u201d says Snyder. \u201cAnd if you do want to comment on personality, it\u2019s the HR manager’s job to translate those requirements, the activities somebody needs to do on the job, into those skills and behaviors that then you can assess.\u201d<\/p>\n

Brit Morse<\/strong>
brit.morse@fortune.com<\/a><\/p>\n

This story was originally featured on Fortune.com<\/a><\/p>\n\n","protected":false},"excerpt":{"rendered":"

Good morning! Hiring managers are supposed to select the perfect candidate based on any number of criteria, from skills matching to leadership potential. But new data shows just how much an applicant\u2019s personal rapport with their interviewer matters.    Candidates who receive job offers are 12 times more likely to be described as having a \u201cgreat […]<\/p>\n","protected":false},"author":763,"featured_media":14940,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[123],"tags":[],"class_list":["post-14939","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business"],"yoast_head":"\nManagers are hiring people based on whether or not they like them personally and it could lead to some big problems at work | Unlock Informed Choices with Us<\/title>\n<meta name=\"description\" content=\"It helps to get as specific as possible and avoid commenting on someone\u2019s personality.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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Morse","author_link":"https:\/\/topat10.com\/?author=763"},"uagb_comment_info":0,"uagb_excerpt":"Good morning! Hiring managers are supposed to select the perfect candidate based on any number of criteria, from skills matching to leadership potential. 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